Vice President of Human Resources - EG
Budget / Salary$140,000–160,000
TypeFull-time job
LocationUnited States
Posted2 hours ago
The Vice President of Human Resources at a franchisor company is a unique "double-agent" role. You aren't just managing the corporate headcount; you are the architect of the people strategy that defines the brand across hundreds of independently owned locations.
In this role, you balance the "Corporate" side (building a high-performance HQ) with the "Franchisee" side (providing the tools, training, and employer-branding frameworks that help owners succeed without crossing the line into joint-employment territory).
Executive Summary
Role: VP of Human Resources
Report To: CEO / Chief Operating Officer
Focus: Organizational Culture, Franchisee Support Systems, Talent Acquisition, and Scalable Compliance.
Core Responsibilities
1. Strategic Brand Stewardship
Develop a unified employer brand that makes the franchise an attractive place to work, whether at corporate HQ or a local unit.
Design and implement scalable HR programs (onboarding, training, performance management) that franchisees can "plug and play."
2. Talent & Organizational Development
Lead executive search and succession planning for the corporate leadership team.
Oversee the creation of Franchise Training Universities or digital learning platforms to ensure brand standards are met consistently across the network.
3. Compliance & Risk Management
Navigate the complexities of joint-employment laws. You will provide "best practice" guidance to franchisees while maintaining the legal separation required between franchisor and franchisee.
Ensure all corporate policies meet federal, state, and local labor laws.
4. Culture & Engagement
Foster a high-performance culture at the corporate level that serves as a North Star for the rest of the system.
Analyze system-wide turnover and engagement data to identify trends and provide strategic interventions.
Candidate Profile
RequirementDescriptionExperience10+ years in HR Leadership, ideally within a Franchise, Fitness, Hospitality, or Retail model.EducationBachelor’s degree in HR or Business; SHRM-SCP or SPHR certification preferred.Legal AcumenDeep understanding of NLRB rulings, joint-employer risks, and multi-state labor laws.Tech SavvyExperience implementing enterprise-level HRIS and LMS platforms that scale.Originally posted on Himalayas
In this role, you balance the "Corporate" side (building a high-performance HQ) with the "Franchisee" side (providing the tools, training, and employer-branding frameworks that help owners succeed without crossing the line into joint-employment territory).
Executive Summary
Role: VP of Human Resources
Report To: CEO / Chief Operating Officer
Focus: Organizational Culture, Franchisee Support Systems, Talent Acquisition, and Scalable Compliance.
Core Responsibilities
1. Strategic Brand Stewardship
Develop a unified employer brand that makes the franchise an attractive place to work, whether at corporate HQ or a local unit.
Design and implement scalable HR programs (onboarding, training, performance management) that franchisees can "plug and play."
2. Talent & Organizational Development
Lead executive search and succession planning for the corporate leadership team.
Oversee the creation of Franchise Training Universities or digital learning platforms to ensure brand standards are met consistently across the network.
3. Compliance & Risk Management
Navigate the complexities of joint-employment laws. You will provide "best practice" guidance to franchisees while maintaining the legal separation required between franchisor and franchisee.
Ensure all corporate policies meet federal, state, and local labor laws.
4. Culture & Engagement
Foster a high-performance culture at the corporate level that serves as a North Star for the rest of the system.
Analyze system-wide turnover and engagement data to identify trends and provide strategic interventions.
Candidate Profile
RequirementDescriptionExperience10+ years in HR Leadership, ideally within a Franchise, Fitness, Hospitality, or Retail model.EducationBachelor’s degree in HR or Business; SHRM-SCP or SPHR certification preferred.Legal AcumenDeep understanding of NLRB rulings, joint-employer risks, and multi-state labor laws.Tech SavvyExperience implementing enterprise-level HRIS and LMS platforms that scale.Originally posted on Himalayas
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