• Job Tag: #LI-PB1
• Posted: April 07,2026

I have been retained by one of my industry leading industrial manufacturing clients to help them find their next Chief Human Resources Officer.  The company is private equity backed and an event will take place over the next couple of years.  Reporting to the CEO, this person may be based either in the Twin Cities or Milwaukee, WI.  The company measures its sales in the hundreds of millions and is in a significant growth period…they expect a 70% increase in revenue over the next two years based upon current booked business.  This role is critical to the company’s success, and this person will own both the strategy and execution of aggressive hiring plans including 50+ direct labor positions by midsummer, that are necessary to keep up with growth.  This person will have responsibility for delivering full-scope HR services and for leading the development and execution of the human resource strategic and tactical/operating plans that supports the company’s strategic plans, growth objectives, and leadership principles. This position is an integral and highly visible member of the company’s senior leadership team, building a strong and inclusive culture and human resource capability to make the company an employer of choice and highly successful growth enterprise. 

The Chief Human Resources Officer directs overall HR functions in accordance with the objectives and practices of the company and has essential accountabilities for Human Resource Planning and Strategy; Executive and Manager Partnership; Recruitment and On-boarding; Talent Management; Employee Development; Legal; Payroll and Benefits; and Compensation. Together with the leadership team, this person will work tirelessly to make the organization a great place to work.

This job requires a person who is willing to roll up their sleeves and be hands on with their approach providing coaching and leadership to their team. Travel will be roughly one trip per quarter to various facilities. The position offers a base salary of $225K along with a 30% target bonus + LTIP (equity that is tied to an event).  

Responsibilities

Essential Duties and Responsibilities ? Human Resource Planning and Strategy: o Plan, implement, direct, and evaluate all HR department functions. Translate organizational strategic and tactical business objectives into supporting HR strategy and accompanying action plans. o Works with the CEO to identify and implement key human resource strategies supportive of the company’s strategic initiatives. o Aligns efforts of all HR disciplines to identify and anticipate current and future needs of the business and employee constituents while ensuring competitive positioning in the marketplace balanced with fiscally responsible management of costs to achieve desired results. o Drives continuous business process improvement, transformation and advancement of modern HR practices that will support the ever-evolving organization and employee base. Initiatives include, and are not limited to, talent management, total rewards programs, engagement, and retention strategies which maximize human capital effectiveness in this growing environment. o Leads the integration of HR focused issues brought on through future acquisitions. o Provides guidance, communications, and training to ensure consistent application of talent and employment practices and policies across the organization designed to achieve consistent interpretation and application of HR policies, programs, procedures, and applicable laws and regulations. o Plans and recommends annual budgets and related expenditures which support the near- and long-term needs of the business plan and the multi-year strategic objectives of the organization. ? Executive and Manager Partnership: o Serves as a valued partner to the company’s executives and key managers. Provides counsel and coaching as needed to support strategy and day-to-day operations. ? Recruitment and On-boarding: o Creates an employment proposition and brand that positions the company as an Employer of Choice. o Ensures effective sourcing and recruiting tools and systems are in place to attract and retain high quality candidates on a timely, cost-effective basis. o Coordinates and continues to innovate the company’s partnership and recruiting efforts with local colleges and trade schools to drive a pipeline of talent. o Develops and manages an effective on-boarding and start-up process for new hires so that they quickly become fully integrated into the organization and can be knowledgeable, productive contributors. Ensures the first 90 days are a positive experience, laying the foundation for future performance and engagement. ? Talent Management: o Provides a relevant, motivational performance management culture that includes regular two-way dialog about performance, contributions, and development needs. o Supports innovative thinking related to virtual learning and other future thinking initiatives. o Oversees the performance review process, providing coaching and training support to managers. o Ensures that managers are well-equipped to support and lead at every level. ? Employee Development: o Works with the CEO to administer Talent Assessment, Succession Planning, and Organization Development processes. o Creates a “development” culture with Development Planning in place for all key contributors and eventually for all employees. o Identifies and implements needed business-related training to support strategic initiatives. ? Employee Relations: o Creates effective policies, procedures and employee relations programs that reflect the company’s core values and provide a means of communicating with and connecting and engaging people. o Provides coaching for employee issues and performance management needs and oversees disciplinary process and termination decisions. o Provides support and facilitation of employee survey feedback and results management. ? Legal: o Ensures the business culture, behavior, and actions are consistent with effective, legal employment practices to manage risk exposure to a minimal level. o Maintains up-to-date knowledge of all employment-related law. ? Payroll: o Oversees the timely and accurate processing of payroll, including time tracking, tax filing and reporting. ? Compensation & Benefits: o Research and analyze: Research compensation and benefits policies, plans, and trends. Particular emphasis on plan evaluation as organization will continue to grow organically and through acquisitions. o Develop and implement: Create and implement new compensation and benefits programs o Ensure compliance: Ensure that programs comply with federal and state regulations o Manage budgets: Prepare and manage budgets for compensation and benefits o Manage vendors: Select and manage outside partners, such as benefits vendors, insurance brokers, and investment managers o Communicate: Communicate with employees, vendors, and other stakeholders

Desired Skills and Experience