Salary range is up to $250k, + BonusSUMMARY OF POSITIONThe VP of Human Resources is an executive operator responsible for scaling ePac's workforce across 12 manufacturing sites in the U.S. and Canada, as well as a fully remote workforce for Holdings company functions (including Sales, Sales Support, Prepress, IT, Marketing, Finance, HR, Software Engineering, Supply Chain, and Logistics). We are currently in a high-speed growth phase - to grow headcount by 15% over the next year while executing a complex geographic footprint shift.
We do not need an administrator; we need a high-velocity HR leader who can execute the human side of site transitions without adding bureaucracy. You will be expected to move the department from a reactive state to a proactive partner that empowers our Plant Directors with the tools they need to run their businesses.
STRATEGIC LEADERSHIP & EXECUTION- Site Expansion Management: Directly lead the HR execution for site expansions (Phoenix/Philly). This requires a playbook for rapid high-volume hiring in new markets while.
- Anti-Bureaucracy Advocacy: Actively dismantle over-engineered HR processes. Your goal is to simplify workflows- from hiring to performance reviews-to empower managers rather than burden them with corporate overhead.
- Talent Velocity & Modern Workforce: Build and run a proactive recruiting engine while remaining tech-forward. Maintain a deep understanding of the evolving AI landscape, including AI-assisted roles and positions transitioning to AI, to optimize workforce structure and reduce time-to-fill for key roles to under 4 weeks.
- Cultural Stewardship: Ensure ePac's unique, entrepreneurial culture remains intact across a distributed workforce. You must translate the company vision into daily behaviors that drive employee engagement and customer loyalty.
- Career Architecture: Design and build comprehensive, transparent career pathways and growth maps for every employee across all departments and levels within the organization.
ESSENTIAL FUNCTIONSManager Enablement & Support- Direct Coaching: Serve as the primary coach for Plant Directors. Provide the actual SOPs, templates, and scripts needed for hiring, coaching, and exiting employees so they can focus on production.
- Accountability Systems: Re-launch and enforce the quarterly performance calibration process. Ensure it is a tool for manager-to-employee engagement, not a "check-the-box" administrative task.
- Leadership Pipeline: Conduct 9-box assessments to identify "ready-now" and "ready-future" successors for critical roles across all sites.
- Multi-Department Onboarding & Training: Build structured onboarding and continuous training programs tailored to both plant-level workers and remote holdings roles (Sales, Sales Support, Prepress, IT, Marketing, Finance, HR, Software Engineering, and Supply Chain/Logistics).
Data Accountability & Infrastructure- HR Tech & Automation: Fully leverage existing HR technology platforms (such as Rippling) beyond workforce analytics-driving process automation, operational efficiency, and seamless self-service experiences across all sites and remote teams.
- Metric-Driven Decision Making: Track and share core KPIs-Revenue per Employee, Turnover Cost, and Employee Net Promoter Score (eNPS)-to flag risks and growth opportunities in real-time.
North American Compliance & Operations- Multi-Jurisdictional Expertise: Own HR and payroll compliance across 11 U.S. sites and 3 Canadian sites You must be an expert in the differing labor laws between U.S. states and Canadian provinces (e.g., Texas vs. Ontario).
- Labor Relations: Maintain positive, professional relationships with labor unions where applicable, ensuring all disputes are resolved fairly and in alignment with organization goals
- Safety & Wellbeing: Collaborate with Operations and Safety to implement digital wellness platforms that reduce workplace injuries and lower absenteeism.
JOB KNOWLEDGE, SKILLS & ABILITIES- Operator Mindset: Proven ability to manage complex changes in the plant footprint gem
- High-Volume Talent Strategy: Experience building a recruitment engine that can scale by 20%+ annually
- Technical Proficiency: Advanced knowledge of Rippling or similar tier-one HRIS/payroll platforms with a heavy emphasis on data analytics
- Communication: Ability to influence stakeholders from the plant floor to the boardroom.
- Relatable Engagement: Demonstrated ability to connect with, support, and advocate for employees at every level of the company, with a strong commitment to plant-level workers on the manufacturing floor.
- Compliance Mastery: In-depth knowledge of Federal, State, Provincial (Canada), and local employment laws.
EXPERIENCE AND EDUCATION- Experience: Minimum 10+ years of HR experience, with at least 5 years in a senior leadership role within a multi-site manufacturing environment.
- Geographic Scope: Documented experience managing HR/payroll for a distributed workforce in both the United States and Canada.
- Education: Bachelor's degree in HR, Business, or related field required.
- Travel: Up to 30% to support site transitions and plant visits.
The pay range for this role is:
200,000 - 250,000 USD per year (Remote)
