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Vice President of Human Resources

Precision Inc

Pella, IA • On-site

Full-time

Posted 5 days ago

Job description

Job Title: Vice President of Human Resources 

Division: Precision, Pulley, & Idler (PPI)

FLSA:  Exempt 

Grade: N/A

Job Status: Full Time 

Travel Required: 15-25%

Revision Date: August 2026 

Reports To: Chief Financial Officer


PURPOSE OF POSITION

The Vice President of Human Resources leads the human resources function for Precision's global operations and owns three of the eleven core capabilities in the corporate strategic plan: people, culture and total rewards; employee development and training; and succession planning, held jointly with the President and CEO. Core capabilities are the organizational infrastructure the Commercialization, Operations, and Technology pillars depend on. They are not strategic choices and do not compete for portfolio capacity; they run continuously, and the strategies fail without them.

The role leads talent acquisition, total rewards, employee relations, HR compliance, learning and development, HR systems and analytics, and the culture and employee-owner engagement work that shapes the experience of working at Precision, across bulk, unit handling, LATAM, Underground (Continental), and CCR/PCR operations in the United States and South Africa.

People and culture responsibilities sit within human resources. The Vice President of Human Resources is accountable for both the technical discipline of the function and the day-to-day culture employee-owners experience across every location, and ensures the two reinforce one another.


ESSENTIAL DUTIES AND RESPONSIBILITIES

The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned.

More specifically, the employee owner will lead:

Core Capability Ownership

  • Own people, culture, and total rewards as a continuing core capability of the corporate strategic plan, sustained independent of the initiative portfolio.
  • Own employee development and training as a core capability, building supervisor and leader capability at the pace the growth plan requires.
  • Own succession planning jointly with the President and CEO, covering executive, functional, and plant leadership.
  • Report core capability health to the Senior Leadership Team on the established strategic planning and review cadence.

HR Strategy and Function Leadership

  • Lead the human resources function, including staffing, structure, service standards, and budget.
  • Build and execute an HR roadmap that supports the company's workforce growth plan, multi-site consistency, and the three strategic pillars.
  • Serve as a trusted advisor to the Senior Leadership Team on organizational, workforce, and employment matters.
  • Establish and maintain HR policies, procedures, and the employee handbook across all locations.

Talent Acquisition and Workforce Planning

  • Direct recruiting strategy for hourly, salaried, technical, and leadership roles, including sourcing, employment branding, and selection practices.
  • Lead workforce planning with operating leaders so staffing is matched to the global capacity build-out sequence, seasonality, and segment growth.
  • Set the direction for onboarding so new employee-owners are productive quickly and understand ownership from the start.
  • Position employee ownership deliberately as a recruiting and retention advantage in a competitive labor market.

Total Rewards and Benefits

  • Own base wage structures, pay ranges, and the annual review process, maintaining internal equity and market competitiveness across segments and geographies.
  • Lead benefits strategy, plan design, vendor and broker management, renewals, and cost control.
  • Partner with Finance on ESOP administration, participant communication, and record-keeping requirements, supporting the divisional structure and ESOP value capability owned by the Chief Financial Officer.
  • Support executive compensation analysis and Board Compensation Committee preparation as directed by the Chief Financial Officer.

Employee Relations and Compliance

  • Lead employee relations practices, including investigations, corrective action, and conflict resolution, applied consistently across sites.
  • Ensure compliance with federal, state, and international employment law, including FLSA, FMLA, ADA, EEO, I-9, and the local requirements applicable in Latin America and South Africa.
  • Coach supervisors and managers on performance management, documentation, and difficult conversations.
  • Partner with EHS and operating leadership on workers' compensation, return-to-work, and leave administration, supporting the safety measure within SQPD.

Employee Development, Learning, and Performance

  • Own the design and delivery of development and training programs for frontline supervisors, emerging leaders, and functional manager. 
  • Set the performance management cycle, including goal setting, review timing, and calibration, aligned to the strategic planning and OKR process owned by Corporate Development.
  • Lead succession planning and internal mobility in partnership with the President and CEO and the Senior Leadership Team.
  • Build the leadership bench required for capacity build-out, new sites, and acquisitions.

Culture and Employee Ownership

  • Own the culture agenda for PPI, including the standards, practices, and leader behaviors that define how employee-owners are treated.
  • Lead employee-owner engagement, including listening mechanisms, survey design, results interpretation, and follow-through with leaders.
  • Build ownership understanding across the workforce so employee-owners can connect their daily work to ESOP value.
  • Lead organizational development work, including team effectiveness, change management, and organizational design support for the Senior Leadership Team.
  • Advise leaders on recognition, communication, and workplace practices that strengthen retention and trust.

Acquisition Integration Support

  • Support the M&A pipeline and integration capability with workforce due diligence, organizational assessment, and integration planning.
  • Lead the people side of integration: onboarding acquired employees into the ESOP, harmonizing pay and benefits, and extending PPI standards and culture to new locations.
  • Support the use of employee ownership as a differentiator in acquisition conversations and in retaining acquired talent.

HR Systems, Data, and Analytics

  • Own the HRIS and related systems, including data integrity, reporting, and process automation.
  • Deliver workforce analytics, including headcount, turnover, cost per hire, absenteeism, and labor cost, into the company data and analytics capability so leadership decisions draw on one set of numbers.
  • Ensure payroll coordination and HR data flows are accurate, timely, and controlled.
  • Partner with the Technology pillar on HR system direction, ERP alignment, and AI-enabled workflow that removes manual effort from HR processes.


DIRECT REPORTS

The human resources team supporting corporate and site operations across the global footprint, including HR generalist, benefits, talent acquisition, and training and engagement staff. Final reporting structure is confirmed by the Chief Financial Officer.

PERFORMANCE MEASURES

  • Time to fill and quality of hire across hourly and salaried roles.
  • Staffing readiness against the global capacity build-out plan.
  • Voluntary turnover and first-year retention.
  • Manager development participation and supervisor capability measures.
  • Succession coverage and internal fill rate for critical roles.
  • Benefits cost per employee against budget and market.
  • Compliance audit results and absence of avoidable employment claims.
  • HRIS data accuracy and reporting timeliness.
  • Employee-owner engagement.


QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Education: Bachelor's degree in human resources, business administration, or a related field.
  • Experience: Ten or more years of progressive human resources experience, including at least five years leading an HR function or a significant HR discipline.
  • Industry: Experience supporting a manufacturing or industrial workforce, including both hourly and salaried populations.
  • Growth: Experience scaling an HR function through revenue and headcount growth, multi-site expansion, or acquisition integration.
  • Technical: Working command of employment law, compensation and benefits practice, and HRIS platforms.
  • Leadership: Demonstrated ability to build HR processes and standards in a growing organization and to influence without authority.
  • Culture: Track record of leading engagement, organizational development, or culture initiatives that produced measurable change.

Preferred

  • SHRM-SCP, SPHR, or equivalent certification.
  • Multi-site and multi-state HR leadership; international HR exposure, particularly Latin America and Africa.
  • Experience within an ESOP or other employee-owned organization.
  • Experience supporting M&A workforce due diligence and post-close integration.
  • Conversational Spanish.
  • Experience supporting compensation review with an executive team or Board committee.


COMPETENCIES

To perform this position successfully, an individual should demonstrate the following work competencies:

  • Sound judgment - handles sensitive matters with discretion, consistency, and fairness.
  • Practical execution - builds workable processes rather than programs that do not survive contact with the plant floor.
  • Strategic discipline - distinguishes continuing core capability work from initiative work, and sustains both without letting either crowd out the other.
  • Credibility - earns trust with operators, supervisors, and executives alike.
  • Business fluency - connects HR decisions to cost, capacity, and company performance.
  • Culture builder - shapes the employee-owner experience deliberately rather than leaving it to chance.
  • Owner mindset - understands that every HR dollar and decision affects employee-owner value.


WORK ENVIRONMENT AND PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform 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 position, the employee:

  • Must be able to frequently stoop/bend.
  • Must be able to regularly use hands and arms.
  • Must be able to regularly stand and walk. 
  • Must be able to occasionally lift and/or move up to 25 pounds. 
  • Specific vision abilities required by this job include close, distance, color, and peripheral vision.
  • Specific hearing abilities required for this job include the ability to hear customers and hear instructions from others.
  • Must be able to travel by vehicle or plane up to 50% of the workday – Travel as needed


OTHER DUTIES

Responsibilities may be modified at the discretion of the President and CEO to meet the needs of the business. This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Precision Pulley & Idler is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the employer will provide reasonable accommodations to qualified individuals with disabilities and encourage prospective and current employee-owners to discuss potential accommodations with Precision Pulley & Idler.