VP Human Resources at Tencarva Machinery Company

Greensboro, North Carolina, United States -

Full Time

Start Date

Immediate

Expiry Date

07 May, 26

Salary

0.0

Posted On

06 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Strategy, Leadership Development, Compensation Philosophy, Talent Management, Succession Planning, Employee Engagement, M&A Support, Data Analysis, Financial Literacy, Organizational Effectiveness, Judgment, Practical Orientation, Business Acumen, Multi-Division Experience, Employment Law, Relationship Building

Industry

Industrial Machinery Manufacturing

Description

Description About Tencarva Founded in 1978, with roots dating back to 1926, Tencarva is a private equity-backed distributor, engineering and design partner, and authorized repair center within the process equipment/flow control market. With 36 locations across 16 states, we provide end-to-end, whole-system solutions for over 60,000 customers across the industrial, sanitary, mining/metals, energy/power, and municipal water/wastewater segments. Our service offerings include system analysis and design, applications engineering, custom fabrication of equipment packages, automation and controls, equipment repair, and thermal hard coatings. Tencarva’s growth over the years has been deliberate and values-driven, achieved through a consistent, relationship-based approach to market and the acquisition of family-owned businesses that share a common operating philosophy: disciplined financial stewardship, long-term customer relationships, strong reputations in their markets, and deep care for employees. We have scaled by preserving what makes these businesses successful, while adding the structure and resources needed to support their evolution. Today, the organization continues to pursue strategic acquisitions that expand our capabilities and better serve our customers. Role Overview The Vice President of Human Resources is an enterprise-level leadership role responsible for evolving the HR function to better support a growing, multi-division organization. This role partners closely with executive and divisional leadership to ensure people strategy, leadership practices, and organizational capability scale with the business. The Vice President of Human Resources will help modernize HR systems and operating practices while preserving the entrepreneurial culture that has contributed to the company’s success. The role requires strong judgment, practical orientation, and the ability to translate HR priorities into guidance that enables leaders and supports effective execution across diverse operating environments. This position also plays a key role in supporting the company’s acquisition strategy, including people-related diligence and post-acquisition integration, with a focus on building repeatable approaches that professionalize without over-corporatizing. Key Priorities HR Strategy & Operating Model Lead the evolution of the HR function to support a growing, multi-division organization Align HR strategy with business priorities and leadership needs Establish clear roles, accountability, and operating standards across HR Ensure consistency and rigor while supporting diverse operating environments Compensation, Job Architecture & Total Rewards Develop and implement a clear compensation philosophy aligned with business strategy Modernize job architecture, leveling, and role clarity Oversee market benchmarking and internal equity Partner with Finance on workforce planning and compensation tradeoffs Talent, Leadership & Retention Strengthen career frameworks, leadership development, and succession planning Support leaders in identifying, developing, and retaining high-potential talent Improve engagement and retention through clear development pathways Executive Partnership Serve as a trusted advisor to the CFO, executive leadership, and divisional leaders Use data and analysis to inform people decisions and build alignment Balance risk management with practical business execution M&A Support Support people-related due diligence and integration for acquisitions Help establish repeatable approaches that scale with continued growth Why This Role Matters This role supports the company’s next phase of growth by strengthening leadership capability, people infrastructure, and organizational effectiveness - ensuring the business continues to scale with discipline and accountability, without unnecessary bureaucracy. Value Proposition: Meaningful scope. Executive visibility. Long-term impact. Key Benefit Differentiators Annual Incentive Ownership Opportunity Profit-Sharing Requirements Education & Experience Bachelor’s degree required; advanced degree or senior HR certification (e.g., SPHR, SHRM-SCP) preferred Significant progressive HR leadership experience, including time in a senior HR role with enterprise-level scope Experience leading HR across multiple locations, divisions, or business units Strong understanding of employment law and core HR disciplines, with the ability to apply them pragmatically in a business environment Who This Role Is For This role is best suited for an HR leader with a strong business orientation - someone who is commercially grounded, comfortable partnering with senior leaders, and experienced operating in complex, multi-site environments. Success requires sound judgment, financial literacy, and the ability to connect people strategy to practical business outcomes. Not a Fit If This role is unlikely to be a fit for candidates who prefer highly centralized, policy-driven HR environments or who struggle to translate people initiatives into business impact. The duties, responsibilities, and activities described above are not exhaustive and may be subject to change. Additionally, please note that the job title for this posting is designed to be descriptive and may not reflect the official title used internally for job classification purposes. Tencarva Machinery Company, LLC, is an equal opportunity employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

Responsibilities

The Vice President of Human Resources will evolve the HR function to support a growing, multi-division organization and partner with executive leadership to align HR strategy with business priorities. This role also supports the company's acquisition strategy, focusing on people-related diligence and integration.