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Vice President Human Resource Administration Jobs

Cutera Inc.

Vice President, Human Resources

Raleigh, NC · On-site

Oversee the design, implementation, and administration of global compensation, incentive, equity ... Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS). PREFERRED ...

Cutera

Vice President, Human Resources

Raleigh, NC · On-site

Oversee the design, implementation, and administration of global compensation, incentive, equity ... Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS). PREFERRED ...

HawaiiUSA FCU

VP Human Resources

Honolulu, HI · On-site

$153K - $190K/yr

Responsibilities Human Resource Strategy & Operations * Oversee all HR functions, ensuring policies ... Human Resources Information Systems (HRIS) * Compensation and Benefits Administration * Employee ...

HawaiiUSA FCU

$153K - $190K/yr

Responsibilities Human Resource Strategy & Operations * Oversee all HR functions, ensuring policies ... Human Resources Information Systems (HRIS) * Compensation and Benefits Administration * Employee ...

Tufts Medicine

VP, HR Community Hospitals

Lowell, MA · On-site

Job Overview The Vice President of Human Resources (VP HR) for Community Hospitals serves as the ... Administration, or a related field. 2. Ten (10) years of progressive human resources leadership ...

Tufts Medicine

VP, HR Community Hospitals

Lowell, MA · On-site

Job Overview The Vice President of Human Resources (VP HR) for Community Hospitals serves as the ... Administration, or a related field. 2. Ten (10) years of progressive human resources leadership ...

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How much do vice president human resource administration jobs pay per year?

As of Sep 12, 2026, the average yearly pay for vice president human resource administration in the United States is $161,477.00, according to ZipRecruiter salary data. Most workers in this role earn between $125,000.00 and $190,000.00 per year, depending on experience, location, and employer.

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For Vice President Human Resource Administration jobs, the most frequently searched job titles are:

Vice President, Human Resources & Administration

Houston, TX • On-site

JB Poindexter & Co., Inc.
Motor Vehicle Manufacturing • 1 - 5K employees
Learn more about JB Poindexter & Co., Inc.external

Full-time

Re-posted 1 hour ago

Job description

Company & Position Overview:
J.B. Poindexter & Co., Inc. (JBPCO) is a privately held, diversified manufacturing company forecasting over $2.5B in annual revenues and employing over 8,000 team members. The six operating subsidiaries, covering 60 locations, are engaged in the production of commercial truck bodies, step-vans, utility trucks, ambulances, electric and alternative fuel vehicles, and expandable foam plastic packaging. For more information, visit https://www.jbpoindexter.com.
The Vice President, Human Resources & Administration is a key member of the executive leadership team responsible for developing and executing the HR strategy for the organization across multiple business units, a shared services organization, and specialized HR centers of excellence. The VP Human Resources and Administration will serve as a strategic advisor to the Chief Executive Officer and executive team on workforce strategy, organizational effectiveness, leadership capability, culture, succession planning, compensation, team member engagement, and enterprise talent risk.
This role will ensure the HR and Administration functions operate as an integrated, business-focused organization that balances enterprise consistency with the unique needs of each business unit. The VP Human Resources and Administration will lead the design and delivery of high-impact human resource projects, drive scalable HR operations through shared services, and enable centers of excellence to provide leadership, governance, and solutions across the company.
Essential Duties and Responsibilities:
  • Develop and execute an enterprise-wide people strategy aligned with the company's growth objectives, operating model, financial priorities, and long-term business strategy.
  • Translate business priorities into practical HR initiatives that support growth, productivity, transformation, and operational excellence across multiple business units.
  • Promote alignment across business units while allowing appropriate flexibility for market, operational, and talent differences.
  • Oversee a scalable and efficient HR shared services organization that delivers consistent, reliable, and customer-focused support to team members and managers.
  • Drive improvement, service delivery excellence, technology enablement, self-service capabilities, and clear service-level expectations across HR operations.
  • Use data, analytics, and reporting to measure HR effectiveness, identify trends, improve team member experience, and inform executive decision-making.
  • Provide leadership and governance for HR centers of excellence. Ensure centers of excellence deliver enterprise standards, tools, frameworks, and programs that are practical, measurable, and responsive to business needs.
  • Build strong collaboration between centers of excellence, shared services, and HR business partners to create an integrated and seamless HR operating model.
  • Lead enterprise succession planning, executive talent reviews, leadership development, and critical role planning to ensure a strong pipeline of future leaders.
  • Drive performance management, career development, and capability-building processes that strengthen accountability, engagement, and organizational performance.
  • Develop and oversee compensation, benefits, incentive, and recognition programs that support attraction, retention, performance, and affordability.
  • Ensure total rewards programs are aligned with business strategy, market practices, regulatory requirements, and the company's culture and values.
  • Shape and sustain a high-performance culture grounded in the company's values, leadership expectations, team member engagement, and accountability.
  • Lead organizational change efforts related to growth, restructuring, business transformation, acquisitions, integrations, divestitures, and operating model redesign.
  • Partner with legal, finance, risk, and business leaders to identify and mitigate people-related risk across the enterprise.
  • Ensure HR policies, practices, and decision-making processes are legally compliant, consistently applied, and aligned with company values.

Qualifications and Skills:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; advanced degree such as an MBA, master's in HR, or related discipline preferred.
  • 15+ years of progressive HR leadership experience, including significant experience leading enterprise HR functions in a complex, multi-business-unit organization.
  • Demonstrated experience operating at the executive level and advising CEOs and executive teams on human capital strategy and risk.
  • Experience leading HR business partners, shared services, and centers of excellence in a matrixed operating environment.
  • Strong knowledge of talent management, succession planning, total rewards, executive compensation, employee relations, compliance, organizational design, change management, and HR technology.
  • Experience supporting business transformation, acquisitions, integrations, restructuring, or other large-scale organizational change initiatives strongly preferred.
  • Senior HR certification such as SHRM-SCP or SPHR preferred.

Relocation to Houston is required
J.B. Poindexter & Co., Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
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