VP, Human Resources- Central Division (AMAT)

Description

HR Operations: Drive HR process improvement and data integrity in partnership with CRH, AMAT and local HR.

Collaboration & Influence: Foster collaboration across the Division. Partner with local Operations, and Safety teams to integrate people strategies and strengthen culture.

The Division VP Human Resources provides strategic and operational leadership for all Human Resources functions across the division. This role partners with Division, Regional & OpCo Presidents, and leads local HR teams to strengthen culture, enhance organizational capability, and ensure consistency in people practices across all locations.

Communications: Provide leadership to the Division Communications team, ensuring clear, consistent, and strategic messaging across all levels of the Division. Guide communication planning during major initiatives such as reorganizations, system implementations, acquisitions, and business transformations.

Talent Acquisition: Lead exempt recruiting through a centralized recruiting team. Oversee local HR to ensure efficient and equitable hiring practices.

Strategic HR Leadership: Partner with Division, Regional, and OpCo leadership to align HR strategy with business goals. Act as a trusted advisor on talent, structure, and organizational health.

Employee & Labor Relations: Provide guidance, support, and coordination for complex employee and labor relations matters. Build capability in local HR teams to ensure fair, consistent, and legally compliant practices while fostering positive relationships with employees and labor representatives.

Talent Management: Oversee succession planning, leadership development, and performance management. Lead initiatives and establish local partnerships to build leadership capability and drive employee engagement.

Total Rewards: Oversee compensation & benefits strategy and administration ensuring competitive programs and strong employee communication.

Leadership: Lead and develop a team of HR professionals including HR managers, recruiters, benefits specialists, L&D, and communications.

Learning & Development: Lead the Division’s Learning & Development Strategy, aligning programs with business goals and leadership capability needs. Support leadership onboarding, coaching, and mentoring to strengthen organizational capacity.

Performance Management: Coach leaders on goal setting, feedback, performance development practices, and intentional leadership to drive accountability and results.

Mergers & Acquisitions: Serve as the HR lead/support for mergers, acquisitions, and divestitures. Coordinate with local OpCos on integration plans, ensuring alignment of compensation, benefits, policies, and culture.

• Balancing stakeholders to satisfy variable customer needs with ability and agility

Requirements

• Strong business acumen, ability to understand the HR needs for the business and implement solutions to achieve positive results for the business.
• Solid knowledge of an industrial environment and labor relations.
• Highly developed verbal and written communication skills
• Minimum of 5 years working in a HR leadership capacity encompassing multiple locations/sites – preferably managing through direct reports as well as a matrix.
• Ability to work independently and get work done through others (when necessary) using effective delegation, scheduling, and time management practices.
• Proven success in recruiting and talent management leadership.
• Proficiency with Microsoft Office products including Excel, Word, and PowerPoint.
• Analytical and data-driven decision-making
• Requires travel, at times up to 30%.
• Well-honed change management experience and skills gained through working in business facing relevant transformations.
• Strong communication and collaboration skills
• 10 or more years working in Talent Management and/or Human Resources.
• Proven project management skills, including facilitation, organizational skills, indirect management, and ability to hold parties accountable for results.
• Cultural leadership and change management
• Bachelor's Degree in Organizational Development, Business Administration, or comparable discipline or equivalent combination of education and experience. Masters and/or SPHR/PHR/SHRM Certification desired.
• Sufficient generalist experience to be immediately credible across the function and the business, i.e. full set of HR skills, with a focus on organizational design and embedding talent and performance management into businesses.
• Experience with SuccessFactors and Korn Ferry a plus.
• Ability to think strategically, with vision and creativity, and to align HR to the business agenda, combined with a passion for results and the ability to drive performance excellence.

Benefits

CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization.

• Highly competitive base pay
• Health and wellness programs
• Comprehensive medical, dental and disability benefits programs
• Group retirement savings program
• Talent development and coaching

Training + Development

Interview process

Visa Sponsorship

Security clearance