Why Ryan?

• Hybrid Work Options

• Award-Winning Culture

• Generous Personal Time Off (PTO) Benefits

• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)

• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement

• Benefits Eligibility Effective Day One

• 401K with Employer Match

• Tuition Reimbursement After One Year of Service

• Fertility Assistance Program

• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service

The Vice President of People Group Business Partnership (VP, PGBP) is a strategic, executive leader responsible for the execution of the organization's global human capital strategy in alignment with business objectives. Reporting to the Chief People Officer, this person oversees the Business Partner function, leads the people-related aspects of mergers, acquisitions, divestitures, and integrations, and ensures executional excellence through effective partnership, governance, policies, and compliance programs. The VP, PGBP serves as a trusted advisor to executive leadership and drives the execution of initiatives that enhance organizational performance, employee engagement, talent development, and workforce effectiveness across multiple regions and business segments.

The successful candidate is an accomplished leader who demonstrates exceptional strategic agility, enabling the organization to anticipate and respond effectively to evolving business needs, market dynamics, and workforce challenges. This executive fosters operational excellence by driving accountability, execution and balanced HR solutions that support organizational growth. The VP, PGBP excels at building strong partnerships across all levels of the organization, operating effectively within a matrixed organization, and cultivating trusted relationships with executives, business leaders, team members, and external stakeholders to achieve shared goals. Additionally, this leader possesses an intensive drive for results, balancing strategic vision with disciplined execution to deliver measurable business outcomes, accelerate organizational performance, and support long-term enterprise success.

Key Responsibilities:

Strategic Human Resources Leadership

• Partner with the CPO and executive leadership accordingly to develop and execute human capital strategies aligned with organizational goals and growth objectives.
• Serve as a member of the senior leadership team, providing strategic counsel on workforce planning, targeted organizational design, and change management.
• Lead enterprise-wide initiatives that support business growth, transformation, culture development, and organizational effectiveness.
• Monitor industry trends, labor market dynamics, and emerging practices to maintain a competitive advantage.
• Partner with PG COEs to drive proper alignment between talent and culture solutions with business-related needs.

Global Business Partner Leadership

• Lead and develop a team of PG Business Partners supporting multiple business units, functions, and geographic regions.
• Partner with business leaders to identify workforce needs and implement targeted solutions (aligned to enterprise programs and practices) that drive performance, productivity, and team member engagement.
• Provide guidance on organizational design, leadership development, performance management, employee relations, and change management.
• Ensure consistency in PG practices while balancing regional requirements and cultural considerations.

Mergers, Acquisitions, and Integration

• Lead all people-related aspects of mergers, acquisitions, divestitures, joint ventures, and business integrations.
• Conduct PG due diligence, including assessment of workforce risks, organizational structures, compensation programs, benefits, labor relations, and compliance issues.
• Develop and execute integration strategies that align talent, culture, organizational structures (specifically job and compensation), and PG programs and processes.
• Partner with legal, finance, and executive stakeholders throughout transaction lifecycles.
• Manage team member communications, retention strategies, workforce transitions, and change management initiatives during M&A activities.
• Ensure seamless integration of PG systems, policies, and programs following acquisitions.

PG Administration, Policies, and Procedures

• In partnership with PG Operations, oversee the development, implementation, and continuous improvement of PG policies, procedures, and governance frameworks.
• Ensure compliance with applicable employment laws, regulations, and labor requirements across all operating jurisdictions.
• Maintain employee handbooks, policy manuals, and standard operating procedures.
• Partner with legal and compliance teams to mitigate employment-related risks.

Talent Management

• Partner with the Talent Management team to ensure people and culture programs are tightly aligned to varying business needs.
• Lead the execution of enterprise talent management programs, including succession planning, leadership development, and high-potential team member programs.
• Oversee the execution of performance management frameworks that align team member objectives with business priorities. 
• Partner with business and finance leaders on strategic workforce planning, budgeting, and headcount management.

Employee Relations and Culture

• Foster a positive, inclusive, and high-performance workplace culture.
• Provide executive-level guidance on complex employee relations matters and organizational challenges.
• Support team member engagement initiatives and monitor organizational health through surveys and workforce analytics.
• Promote company values and ensure alignment between culture and business objectives.

Compliance and Risk Management

• Ensure compliance with federal, state, local, and international employment laws and regulations.
• Oversee investigations, employee relations matters, and workplace conduct issues.
• Manage PG-related risk assessments and compliance audits.
• Develop and maintain policies supporting ethical business conduct and regulatory compliance.

Qualifications:

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
• Master's degree in Human Resources, Business Administration, Organizational Psychology, or related discipline preferred.

Experience

• 15+ years of progressive human resources leadership experience, including executive-level responsibilities.
• Significant experience leading Global HR Business Partner functions across multiple regions.
• Demonstrated success managing HR aspects of mergers, acquisitions, integrations, and organizational transformations.
• Experience developing and implementing enterprise-wide HR policies, procedures, and governance programs.
• Strong background in talent management, organizational development, employee relations, and workforce planning.
• Experience supporting senior executives and boards of directors preferred.

Certifications

• SHRM-SCP, SPHR, GPHR, or equivalent professional certification preferred.

Knowledge, Skills, and Competencies

• Strategic leadership and business acumen.
• Expertise in global human resources practices and employment regulations.
• Mergers and acquisitions integration experience.
• Organizational design and change management expertise.
• Strong knowledge of HR policies, procedures, governance, and compliance.
• Executive presence and influencing skills.
• Exceptional communication and stakeholder management abilities.
• Data-driven decision-making and workforce analytics expertise.
• Ability to lead through complexity, ambiguity, and organizational change.
• Strong project management and operational excellence capabilities.

Equal Opportunity Employer: disability/veteran