Position Summary: Under the direction of the CEO, with an alignment to Global HR, the Regional VP, HR is responsible for shaping and executing the human resources strategy of the Americas Region which includes the United States, Canada, Mexico, Brazil and Panama. As a member of the Executive Leadership team, the regional VP, HR will align HR initiatives with the organization's mission and business objectives, while fostering a strong organizational culture. With the need to be both strategic and tactical, this role will focus on talent management, organizational development, diversity & inclusion, and employee engagement to drive overall business success.

Key Responsibilities:

Human Capital & Culture Leadership
• Partner with the regional CEO and the senior leadership team to develop and execute a comprehensive human capital strategy aligned with business objectives.
• Promote a strong organizational culture aligned with company values.
• Lead executive succession planning to ensure the organization has a pipeline of future leaders ready to assume key roles.
• Lead the organization to further build employee engagement, develop strong retention programs, and create and execute company-wide communication and recognition/rewards programs.

Strategic HR Leadership
• Lead and develop the HR team into strategic business partners, consisting of talent acquisition and management, training and development, compensation and benefits, succession planning, organization design, and other human capital functions.
• Collaborate with senior leadership to align HR policies and programs with evolving business needs, adopting and sparring with Global Experts.
• Lead initiatives related to organizational development and change management to ensure the workforce remains adaptable and engaged in a dynamic environment.
Compensation and Benefits
• Design and oversee competitive compensation and benefit programs.
• Ensure compliance with labor laws and regulations.
• Regularly evaluate and adjust offerings to meet employee needs and market trends.

Advisor & Coach
• Serve as a trusted advisor to the regional CEO and senior leadership team, providing strategic guidance on HR-related matters.
• Work with leadership to enhance team dynamics and improve collaboration across the organization.

External Trends & Stakeholder Engagement
• Monitor external trends and shifts in the market, ensuring the organization's HR strategies are aligned with industry best practices, partnering and sparring with Global HR and other Regional HR leaders.
• Align internal metrics and practices to meet the evolving expectations of stakeholders, ensuring employee engagement and satisfaction remain key business priorities.

Talent Acquisition
• Lead workforce planning, ensuring the organization is structured for growth and adaptability.
• Integrate social sustainability, diversity, equity, and inclusion (DEI) into all HR programs, ensuring an inclusive and equitable work environment and a resilient and adoptable workforce.
• Lead initiatives to build and promote a strong employer brand, collaborating with marketing and communications as well as Global Employer Branding to showcase the organization's culture, values, and employee experience.
• Utilize data to measure the impact of employer branding efforts and continuously refine strategies to strengthen the organization's reputation as an employer of choice.

Learning & Development
• Oversee leadership development measures in close alignment with Global HR, ensuring that current and future leaders are equipped with the skills needed to drive organizational success.

Change Management
• Lead organizational change initiatives, ensuring the business is prepared to adapt to market shifts and internal transformations.
• Integrate processes and structures that support sustained growth and ensure the organization's ability to adapt to future challenges.

Key Competencies
• Strategic thinking and problem solving
• Emotional intelligence and relationship management skills
• Demonstrated skills in culture and change management.
• Strong analytical and decision-making abilities.
• Demonstrated excellent negotiation and relationship-building abilities.
• Adaptability to changing market conditions, coupled with a solid sense of urgency.
• Collaborative and team-oriented leadership style.
• International experience and track-record, knowledge of sucessful collaboration in matrix organization.
• Proficient in addressing underperformance and resolving conflicts through direct, respectful, and productive communication.

Expected Outcomes
• Clear and actionable people strategy aligned with the organization's values and objectives.
• Improved organizational agility, with a workforce capable of adapting to business changes and challenges.
• Enhanced talent acquisition and retention.
• Strong organizational culture.
• Executive Leadership Development and Succession Planning.
• Optimized workforce performance.
• Competitive compensation and benefit programs.
• Operational excellence in HR.

Qualifications
• Bachelor's degree in Human Resources, Business Administration or related field (Master's degree preferred)
• 10+ years of HR leadership experience, with at least 5 years in a senior/executive role.
• Strong knowledge of labor laws, HR technologies and best practices.
• Experience with M&A; integrating cross-company culture.
• Demonstrated ability to build and lead high-performing teams.
• Exceptional communication, leadership and interpersonal skills
• Proven track record of fostering a positive, inclusive and innovative work culture.
• Spanish language fluency required (in addition, Portuguese language fluency desired)
• Ideally experience in family business or/and matrix organization.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee may be exposed to moving mechanical parts. The noise level in the work environment is usually moderate.

COMPENSATION: After thorough market analysis, LAPP takes many factors into consideration when determining base salary such as experience, knowledge, skills, abilities, etc. of the candidate. The base salary range for this role ranges from $250,000 - $295,000 plus participation in LAPP's bonus plan. We also offer a comprehensive benefits package including Medical, Vision, Dental, Paid Time Off, Paid Holidays, 401(k), HSA/FSA, Life Insurance, and more!