Vice President, Human Resources

Registrar Corp

. Develop and execute a people strategy aligned with business, financial, M&A, technology, and global-growth priorities .

Posted 9/30/2026full-timeUnited StatesLead💰 $170,000 - $190,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive HR leadership experience with a focus on organization design, workforce planning, and talent management. Proven ability to integrate acquisitions, manage employee relations, and drive compliance while fostering a positive organizational culture.

Highest-signal resume keywords

HR Leadership ExperienceWorkforce PlanningEmployee RelationsAcquisition IntegrationFinancial Acumen

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Organization DesignWorkforce PlanningTalent ManagementCompensation ManagementHR OperationsPerformance ManagementChange ManagementDue DiligenceComplianceSuccession Planning

Soft Skills

Executive CommunicationCoachingNegotiationInfluencingFacilitation

Tools & Technologies

HRISPeople-Analytics Platform

Certifications & Qualifications

SHRM-SCPSPHRMaster's Degree in Human Resources or Business Administration

Industry Keywords

Private EquityHigh-GrowthSaaSRegulatory ComplianceEmployee Experience

About the role

Key responsibilities & impact

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

Requirements

What you’ll need

12 or more years of progressive HR leadership experience, including significant responsibility across multiple disciplines
Experience as the senior HR leader or a senior number-two HR executive in a complex, evolving organization
Proven ability to translate strategy into organization design, workforce planning, talent, leadership, rewards, change, and HR-operating priorities
Experience supporting a distributed, multi-state, and multi-jurisdictional workforce of comparable size or complexity
Demonstrated success leading HR due diligence and post-acquisition integration
Strong knowledge of employee relations, investigations, performance management, employment compliance, compensation, benefits, talent acquisition, and HR operations
Ability to connect workforce decisions to revenue, EBITDA, productivity, operating leverage, and enterprise value
Strong organization-design, workforce-planning, leadership-development, talent-review, and succession experience
Excellent financial acumen, executive communication, coaching, facilitation, negotiation, and influencing skills
Ability to lead through growth, ambiguity, organizational change, competing priorities, and cost discipline
Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and executive-level experience
Ability to maintain regular in-person leadership presence and travel domestically and internationally
Preferred: experience in a private equity-backed, acquisitive, or high-growth middle-market company
Preferred: experience supporting international employees, contractors, EOR arrangements, and multiple legal entities
Preferred: experience integrating multiple acquisitions with differing cultures, systems, and employment practices
Preferred: experience in SaaS, technology-enabled services, professional services, regulatory compliance, testing, inspection, certification, or another regulated industry
Preferred: experience implementing or materially optimizing an HRIS, people-analytics platform, or global HR operating model
Preferred: experience with workforce transformation associated with AI, automation, digital platforms, or operating-model modernization
Preferred: experience presenting workforce, succession, compensation, culture, or integration matters to a Board or Board committee
Preferred: Master’s degree and/or SHRM-SCP, SPHR, or comparable senior-level certification
Candidates must be located in Virginia or North Carolina
Must be able to maintain regular in-person leadership presence and be onsite in Hampton, VA approximately 7 to 10 days per month
Domestic and international travel required

Benefits

Comp & perks

Annual performance-based bonus eligibility
Medical, dental, and vision coverage
Mental health and wellness support
401(k) plan with company match
Paid time off
Professional-development support
Remote-work flexibility consistent with the responsibilities of the role