Senior Vice President of Human Resources - TRG Midwest

The Senior Vice President, Human Resources - TRG Midwest serves as the senior people leader and strategic advisor to the TRG Midwest Executive Leadership Team. As a member of the Midwest leadership team, this role is responsible for aligning organizational capability, leadership effectiveness, talent strategy, workforce planning, and culture with the business's operating and growth objectives.

The SVP partners closely with business leaders to ensure the organization has the leadership, structure, talent, and culture necessary to achieve long-term performance goals. This role leads the regional people strategy while providing executive-level counsel on organizational design, leadership capability, succession planning, workforce risks, and business transformation initiatives.

The role also partners closely with Schwarz Partners Senior HR leadership to align regional priorities with broader company philosophy, programs, governance, and resources.

Leadership Model & Organizational Structure

TRG Midwest utilizes a two-tier HR leadership model designed to strengthen both strategic capability and operational excellence.

The Senior Vice President provides strategic leadership for the regional Human Resources function and serves as the primary people advisor to the Midwest Executive Leadership Team. The Vice President of Human Resources reports directly to the Senior Vice President and is responsible for leading the day-to-day Human Resources operation across the region.

The Senior Vice President focuses on organizational effectiveness, executive partnership, workforce strategy, talent management, succession planning, leadership development, and long-range people priorities.

The Vice President of Human Resources focuses on regional HR operations, employee and labor relations, compliance, talent acquisition, HR service delivery, and leadership of the HR team supporting Midwest operations.

Success in this role requires a strong partnership between these leaders to ensure people strategy is translated into consistent execution across all locations and businesses.

Key Responsibilities

Business Strategy & Organizational Effectiveness

• Serve as a trusted advisor to the Midwest Executive Leadership Team.
• Align people strategy with business objectives, growth plans, and operational priorities.
• Lead organizational design, workforce planning, and structural assessments to ensure scalability and effectiveness.
• Advise leaders on organizational capability, team effectiveness, succession risk, and leadership alignment.
• Partner on acquisitions, integrations, leadership transitions, and significant organizational change initiatives.
• Partner with regional leadership to strengthen alignment, collaboration, and operating consistency across Midwest manufacturing locations while preserving local accountability and business ownership.
• Support the integration of people, leadership, and organizational practices across existing and future operations to build a more connected and scalable regional organization.

Talent, Succession & Leadership Development

• Establish and lead the region's talent and succession planning strategy.
• Assess bench strength, retention risks, and future leadership needs.
• Partner with executive leaders to build development plans for key talent and critical positions.
• Champion leadership development initiatives that strengthen organizational capability and leadership effectiveness.
• Drive a consistent approach to talent evaluation and succession planning across the region.

Culture & Employee Experience

• Partner with leadership to define and reinforce the behaviors and expectations that support TRG's culture and values.
• Support initiatives that improve employee engagement, communication, retention, and leadership accountability.
• Ensure culture, leadership expectations, and employee experience priorities are integrated throughout the employee lifecycle.
• Champion a high-performance culture built on respect, accountability, open communication, continuous improvement, and a drive for excellence.
• Partner with operational leaders to strengthen employee engagement and leadership visibility throughout the region, with particular emphasis on maintaining strong relationships and trust within plant operations and frontline workforces.
• Help shape and reinforce a compelling organizational identity that supports TRG Midwest's next phase of growth and long-term success.

HR Operations Leadership

• Provide strategic leadership and direction to the regional Human Resources function through the Vice President of Human Resources and broader HR leadership team.
• Establish priorities, operating rhythms, and performance expectations across the HR organization.
• Ensure effective coordination between regional HR operations and enterprise resources, including Compensation, Benefits, Payroll, HRIS, Talent Acquisition, Learning & Development, and Compliance.
• Support the Vice President of Human Resources in delivering consistent, high-quality HR services to locations across the region while balancing enterprise standards with local business autonomy.

Governance, Workforce Analytics & Risk Management

• Establish workforce metrics and organizational health indicators aligned with business performance.
• Leverage workforce analytics to identify trends, opportunities, and emerging organizational risks.
• Provide executive oversight for significant employee relations, labor relations, compliance, and workforce matters.
• Partner with Operations, Finance, Safety, Legal, and Schwarz Partners HR leadership to address organizational risks and support sound decision-making.
• Ensure people strategies support both short-term operational performance and long-term organizational health.

Key Partnerships:
Midwest Executive Leadership Team, Schwarz Partners HR Leadership Team, Operations Leadership, Finance, Legal, Safety, Payroll, HRIS, Compensation, and Talent Management.

Experience & Qualifications

• 15+ years of progressive Human Resources leadership experience, including leadership within complex, multi-site manufacturing or industrial environments.
• Proven success serving as a strategic advisor to executive leadership teams and influencing business, organizational, and talent decisions.
• Demonstrated experience in organizational design, workforce planning, succession planning, leadership development, and large-scale organizational change.
• Strong business and financial acumen, with the ability to connect people strategies to operational and financial outcomes.
• Experience leading senior HR teams and driving results through others rather than direct day-to-day involvement.
• Working knowledge of labor relations, employee relations, compliance, compensation, benefits, and HR operations.
• Demonstrated ability to build high-trust partnerships and lead effectively across complex stakeholder groups.
• Bachelor's degree required; advanced degree, SPHR, or SHRM-SCP certification preferred.

Leadership Profile

The ideal candidate:

• Thinks like a business leader first and an HR leader second.
• Balances strategic vision with practical execution.
• Builds credibility with executives and operating leaders.
• Influences through partnership rather than hierarchy.
• Develops leaders and strengthens organizational capability.
• Uses data, judgment, and business insight to drive decisions.
• Balances enterprise consistency with local business autonomy.
• Creates alignment between long-term people strategy and day-to-day operational execution.

Salary commensurate with experience. Excellent benefits. Schwarz Partners, L.P. will require that candidates have a background and credit check completed and drug screen.