Vice President, Human Resources

Cerro Wire LLC

As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best.

At Marmon Electrical, we power a bright future for millions of people around the world. From homes to industries that shape lives, we deliver solutions that keep people connected and energized-and it all starts with you. We're doing things that matter. Our electrical engineering solutions impact millions worldwide through safe and dependable energy supply. We deliver electrical solutions from the ocean depths to outer space. As part of Marmon, you're helping keep millions worldwide healthy, connected and safe.

Position Summary:

Reporting to the Platform President, the VP of Human Resources is an experienced, strategic, and visible leader responsible for developing and executing human resource strategy in support of the overall business objectives. The VP of HR partners with the senior leadership team to provide expertise and guidance on talent management, employee relations, organizational development, compensation and benefits, and compliance with employment laws and regulations.

Essential Job Functions:

Strategic HR Leadership:

• Work closely with Senior Leadership Team to develop and implement the organization's HR strategy to enable the business to meet its goals, both short- and long-term.
• Collaborate with senior management to identify and address HR-related challenges and opportunities.
• Continue developing the HR business partner capability across the Group, effectively creating solutions to business challenges.
• Provide HR leadership on acquisitions and restructuring activity in support of the Group's business objectives.

HR Team Management:

• Lead and develop a geographically dispersed HR team supporting multiple manufacturing plants and corporate functions, ensuring consistent execution of HR strategy while addressing site‑specific operational needs.
• Establish clear standards, governance, and accountability across plant‑level and HR leaders to ensure alignment on labor relations, workforce planning, safety culture, compliance, and employee engagement.
• Coach and develop HR leaders and plant HR managers to operate as strong business partners to operations leadership, balancing production demands, labor cost control, and workforce effectiveness.
• Drive consistency and scalability of HR programs, policies, and processes across sites while maintaining flexibility to meet union, regulatory, and local labor market requirements.
• Partner closely with Operations, EHS, Legal, and Finance leaders to ensure the HR team proactively supports manufacturing priorities, including throughput, workforce stability, succession planning, and change management.
• Foster a collaborative, data‑driven, and service‑oriented HR culture that balances employee advocacy, compliance, and business partnership.
• Lead workforce planning and organizational design efforts in partnership with senior leadership to ensure the HR team is appropriately structured and resourced to support growth and change.

Talent Acquisition and Management:

• Lead the recruitment and selection process to attract and retain top talent.
• Develop strategies for workforce planning, succession planning, and talent development.
• Implement performance management systems to drive employee productivity and engagement.
• Establish employee retention programs and initiatives.

Employee Relations and Engagement:

• Discovers effective ways to help keep the team of ~ 500 employees satisfied, connected, healthy, engaged and performing optimally.
• Develops and/or promotes embodiment of company purpose and values.
• Foster a positive and respectful work environment and promote a culture of safety, integrity, and collaboration.
• Oversee employee relations activities, including conflict resolution, investigations, and disciplinary actions.
• Implement programs to enhance employee engagement, satisfaction, and overall well-being.
• Address employee concerns and facilitate effective communication channels.
• Promotes Diversity, Equity and Inclusion.

Organizational Development and Training:

• Lead organizational development efforts to support growth and change initiatives.
• Identify training and development needs and coordinate the delivery of learning programs.
• Implement programs to enhance leadership capabilities and talent pipeline development, leveraging Marmon resources as appropriate.
• Drive initiatives to promote a learning culture and continuous improvement.
• Develops and advises on learning plans to address gaps between actual and desired capabilities within our employee community.

HR Operations and Compliance:

• Oversee HR operations, Workday, and data management.
• Ensure compliance with labor laws, regulations, and company policies, including alignment with Marmon and Berkshire Hathaway policies.
• Maintain HR records and reports, providing accurate and timely information as needed.
• Manage HR budgets and resources effectively.

Education, Experience, Skills & Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field
• Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing and/or distribution environment.
• Experience developing a HR strategy and executing with a "hands-on" approach.
• Strong knowledge of HR best practices, employment laws, and regulations.
• Proven track record in leadership, strategic planning, talent management, employee engagement, and organizational development.
• Excellent communication, negotiation, and interpersonal skills.
• Excellent organization skills, decision-making abilities, and attention to detail. Demonstrated success in a fast-paced, growth environment.
• Ability to build and maintain effective relationships with internal and external stakeholders.
• Strong functional knowledge of HRIS systems; knowledge of Workday and ADP preferred.
• Professional certifications such as PHR, SPHR, or SHRM-SCP are highly preferred.
• Job may require up to 40% travel (Manufacturing plants located in Alabama, Georgia, Indiana, Ohio and Utah).

Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.

We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.