Registrar Corp

Human Resources

• Develop and execute a people strategy aligned with business, financial, M&A, technology, and global-growth priorities
• Serve as a candid adviser to the CEO and executive team on organization, leadership, succession, workforce risk, culture, and performance
• Translate business priorities into organization, capability, talent, and workforce plans with clear milestones and measures
• Participate in strategic planning, budgeting, operating reviews, acquisition planning, and major organizational decisions
• Advise on enterprise structure, spans and layers, reporting relationships, decision rights, role clarity, and leadership accountability
• Lead organization reviews tied to growth, productivity, acquisitions, and resource allocation
• Identify and resolve organizational bottlenecks, capability gaps, fragmented processes, and unclear ownership
• Lead restructurings and workforce transitions with strong planning, communication, compliance, and respect for employees
• Build leadership pipelines and strengthen manager capability, accountability, feedback, and performance differentiation
• Advance people-leader and technical-professional career pathways and improve internal mobility
• Establish an enterprise learning strategy spanning leadership, management, professional, technical, and compliance needs
• Lead job architecture, compensation structures, market benchmarking, annual reviews, incentive programs, promotions, and pay-transparency compliance
• Oversee benefit strategy, vendors, plan design, cost management, compliance, and employee communication
• Lead HR due diligence covering organization, leadership, workforce, compensation, benefits, employment arrangements, culture, compliance, liabilities, and retention risk
• Translate due-diligence findings into transaction, retention, communication, organization, and integration plans
• Partner with business leaders to determine the appropriate pace and depth of integration for each acquisition
• Build a “One Registrar” organization while preserving critical local expertise, client relationships, and market knowledge
• Monitor integration milestones, critical-talent retention, employee sentiment, leadership effectiveness, and workforce-related synergies
• Build a scalable global people model encompassing employees, contractors, EOR arrangements, acquired businesses, and local entities
• Partner with Legal, Finance, external advisers, and business leaders on complex cross-border matters
• Lead sensitive employee-relations matters with fairness, discretion, independence, and sound judgment
• Reinforce a culture centered on mission, clients, teamwork, inclusion, curiosity, urgency, development, accountability, and responsible stewardship
• Build on existing engagement, recognition, career-development, and employee-feedback programs
• Balance a positive employee experience with clear performance expectations and consistent, fair people practices
• Report directly to the Chief Executive Officer, serve on the executive leadership team, and lead the Human Resources function
• Partner closely with Finance, Legal, Technology, Operations, Sales, Marketing, M&A, and leaders of acquired businesses
• Maintain regular in-person leadership presence at the Hampton, VA headquarters and travel domestically and internationally

Vice President, Human Resources

• Partner with executive leadership to align talent strategy with business objectives
• Lead workforce planning and organizational design initiatives
• Develop succession planning and leadership development programs
• Advise leaders on organizational effectiveness and change management
• Lead compensation philosophy, salary structures, pay transparency compliance, and market benchmarking
• Manage annual compensation planning, incentive programs, and salary review cycles
• Oversee benefits strategy, vendor relationships, and plan administration
• Oversee recruiting and talent acquisition processes
• Lead performance management programs and talent review processes
• Implement initiatives that drive engagement, retention, and career development
• Lead investigations, employee relations matters, and performance management support
• Ensure compliance with federal, state, and international employment laws
• Maintain policies, handbooks, and employment practices
• Oversee HRIS administration and process improvement initiatives
• Develop scalable people processes and reporting capabilities
• Use data and analytics to support decision making
• Support international employment operations and global workforce programs
• Partner with business leaders on complex employment matters in multiple jurisdictions
• Assist with acquisition integration and organizational growth activities
• Report directly to the CEO and serve as a strategic partner to executive leadership

Vice President, Human Resources

Senior Director, Human Resources