Vice President, Human Resources at Sager Electronics

Rockland, Massachusetts, United States -

Full Time

Start Date

Immediate

Expiry Date

07 May, 26

Salary

180000.0

Posted On

06 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Insight, Business Acumen, Coaching Skills, Workforce Planning, Organizational Design, Succession Planning, Change Management, Talent Management, Performance Management, HR Operations, Compliance, Employee Relations, HR Systems, Data-Informed Decision Making, Leadership Development, Cultural Stewardship

Industry

electrical;Appliances;and Electronics Manufacturing

Description

Sager Electronics is a growing, customer-focused company with over 400 employees, and we are seeking a Vice President of Human Resources to help shape the future of our organization. This leader will guide the HR function strategically, positioning HR as a trusted partner that strengthens culture, develops leaders, and enables strong business performance. This role is in the Rockland/Norwell area, as our corporate headquarters is scheduled to move there in July 2026. WHAT YOU’LL DO This is a change-influencing role. The VP HR will need to earn trust, model best practices, and introduce thoughtful, practical initiatives over time, helping the company gradually evolve its culture, and leadership capabilities. The ideal candidate combines strategic insight, business acumen, and strong coaching skills with the patience and credibility to bring people along. This leader will translate strategy into practical HR solutions that support both near-term priorities and long-term organizational success. Strategic Partnership & Business Alignment * Acts as a thought leader and executive coach to the President and leadership team, aligning people strategy with business objectives and organizational priorities. * Anticipate trends in talent, culture, and the future of work. * Translates business strategy into actionable HR initiatives that drive engagement, collaboration, and organizational effectiveness—introducing change in a deliberate, sustainable manner. * Provides guidance on workforce planning, organizational design, succession planning, leadership effectiveness, and change management, supporting leaders at various stages of readiness. * Partners with executive leaders on planning and executing company-wide initiatives, helping the organization navigate complexity and transitions with tact and credibility. Culture, Leadership & Talent Strategy * Serves as a steward of Sager’s evolving culture, helping the organization move gradually toward a more performance-focused, coaching-driven environment. * Integrates culture and values into the employee lifecycle, including hiring, onboarding, performance management, development, recognition, and retention. * Introduce and reinforce talent management practices that improve business performance over time, including succession planning, workforce planning, and performance management. * Creates an environment that encourages ongoing feedback, accountability, and development rather than relying solely on annual performance reviews. * Partners with leaders to address performance challenges using a balanced approach that combines coaching, clarity, and accountability. HR Operations, Coaching Model & Organizational Excellence * Leads and integrates all HR functions, ensuring consistency, collaboration, and strong fundamentals across talent acquisition, performance management, learning and development, compensation, benefits, employee relations, compliance, payroll, and HR operations. * Builds, develops, and leads an HR team that is trusted as advisors and partners, continuing to transform the function gradually from transactional support to strategic impact. * Establishes and continuously improves scalable, compliant HR policies and practices. * Evaluates and optimizes HR systems, tools, and analytics to improve efficiency, insight, and employee experience. * Monitors HR trends and workforce insights to anticipate evolving organizational needs and design practical, incremental solutions. Compensation, Compliance & Governance * Leads annual compensation planning, salary review, and performance evaluation processes to ensure pay practices are competitive, equitable, and performance aligned. * Partners with the President on corporate goal setting and quarterly/annual bonus recommendations. * Ensures compliance with all federal, state, and local employment laws; oversee related communications, training, and education. * Reviews and presents HR metrics and insights to support thoughtful, data-informed decision-making. * Performs other strategic initiatives and duties as assigned. WHAT YOU BRING * Bachelor’s degree in human resources, business administration, or a related field; SPHR or equivalent certification preferred. * 10+ years of progressive HR leadership experience, including senior-level roles with broad functional responsibility. * Proven experience partnering with executive leaders and influencing outcomes through thoughtful, practical people strategies. * Strong foundation in HR systems, processes, compliance, and operational excellence. * Experience leading, developing, and aligning a multi-functional HR team. * Demonstrated ability to coach leaders through complex people and performance situations. * Deep knowledge of employment laws, regulations, and HR best practices. * Ability to build trust and influence a range of leaders with patience, credibility, and insight. * Demonstrates respect for existing successes while gently introducing progressive practices that strengthen capability and accountability. * Brings a calm, grounded presence that enables leaders to navigate ambiguity and change with confidence. * Comfortable balancing big-picture strategy with hands-on execution in a growing, evolving organization. Compensation Annual Compensation Range (Base Range): $160,000 - $180,000 (Base + Bonus Total Compensation Range) $208,000 – $234,000 Actual compensation may vary based on factors such as geographic location, experience, education, and skill level. Final base salary and bonus details will be confirmed at the time of offer. Why Join Us? At Sager Electronics, we value our team members and strive to provide a comprehensive benefits package for full-time employees. Here is what you can expect: * Medical, dental, and vision insurance to keep you and your family healthy. * 401(k)/Roth plan with matching, ensuring your financial future is secure. * Healthcare Savings Accounts for added flexibility in managing medical expenses. * Educational Assistance (Tuition Reimbursement) to support your ongoing learning and development. * Continuous training opportunities throughout your employment, empowering you to grow both personally and professionally. * A strong commitment to giving back to our communities through philanthropic opportunities and volunteer hours. * We understand the importance of work-life balance, and our Paid Time Off is designed to support our employees' well-being. Sager Electronics, a TTI, Inc. Company, is a North American distributor of Interconnect, Power and Electromechanical components from leading manufacturers worldwide and a provider of custom value-add solutions. Grounded in over 135 years of innovation and service, Sager Electronics provides customers and suppliers a unique combination of operational excellence and innovative business solutions through its Distributing Confidence® business model. Headquartered in Middleborough, MA, Sager operates a national network of field sales representatives and power systems sales engineers, ten strategically located service centers, and a value-added Custom Solutions Center in Lewisville, TX. To learn more about us, visit www.sager.com [http://www.sager.com] To perform the position, you must be a U.S. Person as defined by ITAR. ITAR defines a U.S. Person as a U.S. Citizen, U.S. Permanent Resident (i.e., ‘Green Card Holder’), Political Asylee, or Refugee. We are an Equal Opportunity Employer, and we support protected veterans and individuals with disabilities through our affirmative action program.

Responsibilities

The Vice President of Human Resources will guide the HR function strategically, aligning people strategy with business objectives and enhancing organizational culture. This role involves leading HR operations, developing talent management practices, and ensuring compliance with employment laws.