VP and Chief Human Resources Officer

Summary:

This position will play a pivotal role in the organization's transformation and drive best practices in all aspects of human capital management. This position is ideal for a seasoned HR executive who has substantial leadership experience in a global organization. The ideal candidate should thrive in a collaborative environment and be energized by the opportunity to build, influence, and elevate the people strategy of an evolving organization. The CHRO will serve as a strategic advisor to senior leadership while ensuring the HR function effectively supports the organization's global business goals, fosters a healthy culture, and drives organizational excellence.

Essential Functions:

Strategic Leadership

• Develop and execute a comprehensive HR strategy aligned with organizational goals and growth priorities.
• Partner closely with members of the executive team to build a cohesive, collaborative leadership culture.
• Lead organizational design, succession planning, and workforce planning initiatives. Talent & Culture
• Oversee full employee lifecycle strategies, including talent acquisition, onboarding, development, and retention.
• Strengthen an inclusive, high-performance culture that supports transparency, accountability, and employee engagement.
• Build leadership and management capability across the organization. Employee & Labor Relations
• Oversee union-related strategy and negotiations; serve as primary executive point of engagement for collective bargaining matters.
• Establish positive employee relations practices and ensure compliance with federal, state, and local employment laws.
• Manage conflict resolution, investigations, and workplace mediation as needed. Performance Management & Total Rewards
• Guide the design and continuous improvement of performance management systems.
• Oversee compensation, benefits, and rewards programs to ensure competitiveness and alignment with organizational objectives.
• Partner with the Board of Directors Compensation & Organization Committee on executive compensation, incentive program design, succession planning, organization structure, and other governance‑related people matters.
• Leverage people analytics to inform strategic decision-making. HR Operations & Compliance
• Ensure HR systems, processes, and policies are efficient, scalable, and compliant with all regulations.
• Partner closely with the Legal & Compliance function on matters related to compliance, ethics, investigations, and policy governance.
• Oversee HR technology platforms to improve employee experience and operational effectiveness.
• Drive continuous improvement within the HR function

Qualifications:

• 15+ years of progressive HR leadership experience in global organizations, including prior service as a CHRO or top HR executive.
• Proven success in global manufacturing environments, with experience leading global HR teams and HR strategy to include labor environments.
• Deep experience in compensation & benefits, including executive compensation, workforce planning,talent management,, and organizational development.
• Experience working with or presenting to public company Boards of Directors, including exposure to governance, compensation, or audit-related matters.
• Ability to thrive in a collaborative leadership culture.
• Experience supporting or building a leadership team during periods of growth, transformation, or restructuring.
• Strong business acumen, judgment, and executive-level communication skills.
• Bachelor's degree in HR, Business Administration, Organizational Development, or related field. Preferred
• Organizational experience within growth-oriented or evolving global organizational environments.
• Master's degree in HR, Business Administration, Organizational Development, or related field.
• SHRM-SCP, SPHR, or equivalent certification.

\#LI-MH1 Full-TimeRogers Corporation ("Rogers") maintains a continuing policy of non-discrimination in employment. It is Rogers policy to provide equal opportunity and access for all persons, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or other protected veteran, in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations.