ZipRecruiter

Log In

1

Vice President In Colombia Jobs in Utah (NOW HIRING)

Pattern

VP of International

Lehi, UT · On-site

What is a day in the life of the VP of International? * Oversee the international business as a true general manager, with ownership over strategy, operating rhythm, and financial performance.

Pattern

VP of International

Lehi, UT

What is a day in the life of the VP of International? * Oversee the international business as a true general manager, with ownership over strategy, operating rhythm, and financial performance.

Pattern

VP of International

Lehi, UT

What is a day in the life of the VP of International? * Oversee the international business as a true general manager, with ownership over strategy, operating rhythm, and financial performance.

Pattern Inc.

VP of International

Lehi, UT · On-site

$230 - $350/hr

What is a day in the life of the VP of International? * Oversee the international business as a true general manager, with ownership over strategy, operating rhythm, and financial performance.

Cross Creek

Vice President

Salt Lake City, UT · On-site

With over $1 billion in assets under management, we focus on both direct investments in high ... Role Overview We are seeking a highly motivated and experienced Vice President to join our ...

Aptive Environmental

VP, Field Operations

Provo, UT · On-site

The VP of Operations serves as a strategic partner to the executive team, translating company ... Experience in pest control, home services, route-based services, or comparable field service ...

Aptive Environmental

VP, Field Operations

Provo, UT · On-site

The VP of Operations serves as a strategic partner to the executive team, translating company ... Experience in pest control, home services, route-based services, or comparable field service ...

Aptive Environmental

VP, Field Operations

Provo, UT · On-site

The VP of Operations serves as a strategic partner to the executive team, translating company ... Experience in pest control, home services, route-based services, or comparable field service ...

previous pagenext page

Showing results 21-40

All JobsVice President In Colombia JobsVice President In Colombia Jobs in Utah

Vice President In Colombia information

What are the responsibilities of a vice president in Colombia?

The Vice President of Colombia is the second-highest executive official in the country, acting as the immediate successor to the President in case of absence, resignation, or incapacity. The Vice President also undertakes specific duties delegated by the President, which may include representing the government in official events, overseeing certain national programs, or leading special governmental initiatives. Additionally, the Vice President often plays a role in international diplomacy and supports the government's legislative agenda. However, the Vice President does not have any independent executive powers unless assigned by the President or required by law.

What are the key skills and qualifications needed to thrive as a vice president in Colombia?

To thrive as a Vice President in Colombia, you need extensive leadership experience, strategic decision-making abilities, and a relevant advanced degree such as an MBA or master's in a related field. Familiarity with corporate governance, business management software, and regional regulatory frameworks is typically required. Outstanding communication, negotiation, and cross-cultural management skills set exceptional candidates apart. These competencies are critical for guiding organizational growth and ensuring effective operations in a competitive and diverse Colombian business environment.

What are some common challenges a vice president faces when leading multinational teams in Colombia?

A Vice President in Colombia often manages teams that span multiple countries and cultures, which can present challenges in communication, alignment on goals, and adapting to diverse business practices. Navigating regulatory differences and local market dynamics also requires flexibility and a deep understanding of both global and regional strategies. Building strong, collaborative relationships with local leaders and maintaining consistent standards across geographies are essential for success in this role.

What is the difference between Vice President In Colombia vs Director of Operations?

AspectVice President In ColombiaDirector of Operations
CredentialsTypically requires advanced degrees (MBA, related fields) and extensive leadership experienceUsually requires a bachelor's or master's degree with operational management experience
Work EnvironmentStrategic leadership at executive level, involved in high-level decision makingOversees daily operations, implements strategies, manages teams
Employer & Industry UsageCommon in large corporations, multinational companies, and financial institutionsFound across various industries, including manufacturing, services, and logistics

The Vice President in Colombia typically holds a higher strategic and leadership role, focusing on company-wide goals, while the Director of Operations manages daily operational activities. Both roles require leadership skills, but the Vice President's scope is broader and more focused on long-term strategy.

Who is the current vice president of Colombia?

The current vice president of Colombia is Francia Márquez, who assumed office on August 7, 2022. The vice president supports the president in executive duties and may oversee specific government programs or policies.

What are the most commonly searched types of In Colombia jobs in Utah?

The most popular types of In Colombia jobs in Utah are:

What job categories do people searching Vice President In Colombia jobs in Utah look for?

The top searched job categories for Vice President In Colombia jobs in Utah are:

What cities in Utah are hiring for Vice President In Colombia jobs?

Cities in Utah with the most Vice President In Colombia job openings:

Vice President In Colombia jobs near you

Vice President of People

Wheeler Machinery Co

Salt Lake City, UT • On-site

Full-time

Re-posted yesterday

Wheeler Machinery rating

8.6

Company rating: 8.6 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

31st of 175 rated vehicle equipment hire

Job description

Job Type
Full-time
Description
The Vice President of People is a senior leader responsible for designing and leading Wheeler Machinery's organizational strategy, people systems, and leadership capability to enable business performance and long-term growth. This role ensures the organization is structured effectively, roles are clearly defined, and leaders are equipped to execute at a high level across a multi-location environment.
The VP of People architects and governs the company's HR operating model, ensuring that people processes, decision rights, and service delivery are aligned, scalable, and consistently executed across the enterprise. This role drives organizational design, workforce planning, and leadership development to ensure Wheeler has the right structure, talent, and accountability systems in place to support its strategic objectives.
This role ensures that talent, culture, safety, and organizational effectiveness are aligned with Wheeler Machinery's strategic objectives. The VP of People acts as a strategic integrator, elevating the sophistication, impact, and consistency of People systems across the organization.
As a key member of the senior leadership team, the VP of People partners closely with business leaders to diagnose organizational needs, design solutions, and build a high-performing, disciplined organization where expectations are clear and performance is consistently delivered.
Duties and Responsibilities
Enterprise People Strategy & Governance
  • Define and lead a comprehensive, holistic People Strategy aligned with Wheeler's vision, values, and business objectives for sustained growth and operational excellence
  • Serve as a key member of the senior leadership team, influencing enterprise-wide decisions
  • Translate business strategy into actionable workforce, leadership, and organizational plans
  • Establish a clear philosophy on workforce segmentation and differentiated people strategies
  • Ensure alignment with core pillars of operational excellence, growth, and financial performance
  • Architect, document, and continuously evolve the Wheeler People Playbook as the single source for how Wheeler attracts, develops, manages performance, compensates, and ensures compliance
  • Establish clear standards, frameworks, and repeatable processes - scalable across all locations and aligned with union agreements
  • Design and govern Wheeler's HR Operating Model, defining roles, service delivery model, and ownership of people processes
  • Establish KPIs, service standards, and accountability structures across all HR functions

Organizational Design & Organizational Development
  • Own enterprise-wide organizational design strategy, ensuring structure supports scalability, efficiency, and operational performance as Wheeler grows
  • Define an enterprise methodology to identify critical roles across business units, focusing on roles with disproportionate impact on safety, operations, customer outcomes, and financial performance
  • Lead design and redesign of business units, functions, and leadership structures based on growth, M&A integration, and operational needs
  • Establish enterprise principles for:
  • Span of control
  • Role clarity and accountability
  • Layering and decision rights
  • Drive enterprise organizational effectiveness initiatives, including role clarity models, team effectiveness reviews, and decision-making frameworks
  • Partner with business leaders to proactively diagnose organizational gaps and design targeted solutions
  • Ensure alignment between strategic priorities, organizational design, and talent investment

Workforce Planning & Future Capability Mapping
  • Lead development of a forward-looking workforce planning approach tied to business strategy, ensuring Wheeler has the talent and capabilities needed to compete in the future
  • Partner with divisional and departmental leaders to identify future capability and skill requirements, capacity gaps, and workforce risks (retirement, attrition, skill obsolescence)
  • Align workforce plans with growth initiatives, digital transformation, and operational excellence priorities
  • Establish a consistent framework to identify top talent, high-potential employees, and critical skill holders across all business units
  • Create enterprise-level visibility into talent pools, bench strength, and organizational risks, enabling leadership to understand where talent exists, where gaps are developing, and where mobility opportunities exist
  • Enable strategic movement of talent across business units to accelerate development, address critical capability gaps, and scale institutional knowledge

Succession Planning for Critical Roles
  • Design and implement an enterprise succession planning process focused on critical roles, reducing dependency on single individuals and building a deep leadership bench
  • Ensure identified successors exist for key positions with structured development plans
  • Provide enterprise-level visibility, rigor, and governance around succession readiness
  • Support divisional and departmental leaders in making high-impact talent decisions, particularly for critical roles

Leadership Development & Training Strategy
  • Oversee development of a comprehensive leadership and technical training strategy that equips leaders at all levels to lead teams effectively, drive performance, and uphold safety and culture standards
  • Partner with the Training Director to implement structured development programs:
  • Frontline leadership training
  • Mid-level leader capability building
  • Executive leadership development
  • Align development programs directly to organizational needs and succession planning requirements
  • Mentor and lead direct reports - Safety Manager, Skills & Development Manager, HR Manager - to organizational and career path success
  • Utilize coaching techniques and challenge traditional thinking to help company leaders grow and maximize their impact

HR Operations & Compliance
  • Ensure all HR practices comply with relevant labor laws, regulations, and industry standards, mitigating risk and maintaining ethical, consistent practices across the enterprise
  • Oversee HR systems and technology, ensuring they support efficient processes, data integrity, and a seamless employee experience
  • Manage employee relations, providing guidance to HR and leadership on handling complex personnel issues fairly and consistently
  • Continuously assess and improve HR policies, procedures, and programs to meet evolving business needs
  • Ensure compliance with collective bargaining agreements and employment law across all locations
  • Define enterprise HR systems strategy and data standards; drive adoption of tools that enable consistency, insight, and scalability
  • Partner with IT / Digital to modernize and streamline People processes

Safety
  • Establish and champion Wheeler's enterprise-wide safety philosophy, cultivating a ground-up, total safety management culture rooted in zero-risk behaviors and continuous improvement
  • Develop and execute a strategic safety plan aligned with the company's overall objectives
  • Drive consistent safety outcomes across all locations, functions, and workforce segments
  • Adapt a data-driven, continuous improvement approach to defining and measuring safety success
  • Cultivate a shared vision and inherent purpose for enhancing employee commitment to zero-risk behavior values
  • Partner with Safety Manager and operational leaders to embed safety accountability at every level

Performance Management & Accountability Systems
  • Design and implement a consistent enterprise performance management philosophy and system, ensuring alignment between company strategy and individual performance
  • Provide core tools for goal-setting, coaching, and evaluation frameworks
  • Drive accountability through clear expectations, measurable outcomes, and leadership ownership
  • Oversee development of performance frameworks, coaching practices, and talent differentiation strategies
  • Ensure performance management is directly tied to business outcomes, compensation, and organizational design decisions
  • Support divisional and departmental execution while maintaining enterprise consistency

Culture, Engagement & Employee Experience
  • Define the enterprise culture framework aligned with Wheeler's values, safety standards, and performance expectations - ensuring a consistent, high-quality employee experience across the full lifecycle
  • Lead enterprise-wide employee engagement strategy, including surveys, listening sessions, and action frameworks
  • Enable divisional leaders to drive engagement locally using shared tools, data, and best practices
  • Drive initiatives that increase engagement, reinforce accountability and pride, and strengthen retention of critical talent
  • Align culture initiatives with the operational realities of a CAT dealership environment
  • Recognize and reward high performance, promoting both individual and team achievements

Total Rewards & Compensation Strategy
  • Establish enterprise-level compensation philosophy, structure, and guardrails ensuring external competitiveness and internal equity across all business units
  • Conduct regular market analysis to ensure pay equity and competitiveness, adapting to changes in industry standards and employee expectations
  • Oversee the development and administration of competitive compensation structures, benefits, and incentive programs
  • Manage employee recognition programs aligned with company values
  • Provide guidance and oversight to divisional execution of compensation and benefits programs

Labor Relations & Risk Management
  • Provide enterprise leadership on labor relations strategy - including union engagement, negotiation readiness, and compliance - mitigating risk through strong governance and consistent policy application
  • Establish and maintain relationships with bargaining unit representatives to foster continuous dialogue on people-based issues
  • Partner with executive leaders on negotiations and labor strategy alignment
  • Ensure consistency in risk management, compliance, and policy approach across all locations
  • Mitigate risk through strong governance, audits, and compliance practices

People Analytics & Digital Enablement
  • Establish a data-driven approach to people decisions, leveraging analytics and modern HR technology to inform strategy, drive continuous improvement, and increase enterprise efficiency
  • Define and monitorkey metrics across talent acquisition, retention, leadership effectiveness, and organizational health
  • Establish core talent analytics capabilities, including bench strength, succession coverage, and retention of top talent
  • Use data to guide hiring priorities, development investments, and organizational design decisions
  • Leverage technology and HRIS capabilities to increase efficiency and insight
  • Drive continuous improvement across all people systems, processes, and programs
  • Performs all other duties as assigned

Qualifications
Education:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required
  • Master's degree (MBA, MA in Organizational Leadership, or related discipline) preferred

Experience:
  • 12 to 15+ years of progressive Human Resources leadership experience, including executive-level roles
  • Demonstrated experience operating in a multi-entity, decentralized, or holding company environment
  • Proven track record of designing and implementing enterprise-wide People strategies and systems
  • Experience partnering with executiveleadership teams to align people strategy with business objectives
  • Experience leading or influencing:
  • Workforce planning and talent strategy
  • Organizational design and transformation
  • Leadership development and succession planning
  • Experience working in industrial, operational, or field-based environments (preferred)
  • Experience in unionized / labor relations environments (strongly preferred based on your context)

Skills and Competencies:
  • Enterprise mindset with the ability to balance standardization and flexibility across business units
  • Systems thinker capable of designing scalable, repeatable People processes
  • Ability to lead and influence without direct authority across decentralized teams
  • Exceptional executive communication and stakeholder management skills
  • Proven ability to coach and develop senior leaders and HR professionals
  • Proven ability to lead organizational change and transformation
  • Strong execution capability able to translate strategy into practical application across business units
  • Experience building and scaling People systems (performance management, engagement, development, etc.)
  • Experience leveraging data and analytics to drive People decisions
  • Familiarity with modern HR systems, workforce analytics, and digital enablement

Certification (Preferred):
  • SHRM-SCP (Society for Human Resource Management - Senior Certified Professional)
  • SPHR (Senior Professional in Human Resources)
  • Other relevant certifications in leadership, organizational development, or change management

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However,

What Wheeler Machinery employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply