Vice President Human Resources

ePac Flexible Packaging is a fast growing global flexible packaging company with locations around the world. Built on break-through digital technologies, ePac is at the crossroads of advanced technology and manufacturing. ePac was founded in 2016 with a focus on helping small and medium sized brands compete with great packaging, and today serves thousands of brands of all sizes. In all corners of the world where ePac operates, the company strives to serve the communities in which we reside and contribute to the creation of a more sustainable, circular economy.
The VP of Human Resources is an executive operator responsible for scaling ePac’s workforce across 12 manufacturing sites in the U.S. and Canada, as well as a fully remote workforce for Holdings company functions (including Sales, Sales Support, Prepress, IT, Marketing, Finance, HR, Software Engineering, Supply Chain, and Logistics). We are currently in a high-speed growth phase - to grow headcount by 15% over the next year while executing a complex geographic footprint shift.
We do not need an administrator; we need a high-velocity HR leader who can execute the human side of site transitions without adding bureaucracy. You will be expected to move the department from a reactive state to a proactive partner that empowers our Plant Directors with the tools they need to run their businesses.
STRATEGIC LEADERSHIP & EXECUTION
Site Expansion Management: Directly lead the HR execution for site expansions (Phoenix/Philly). This requires a playbook for rapid high-volume hiring in new markets while.
Anti-Bureaucracy Advocacy: Actively dismantle over-engineered HR processes. Your goal is to simplify workflows- from hiring to performance reviews-to empower managers rather than burden them with corporate overhead.
Talent Velocity & Modern Workforce: Build and run a proactive recruiting engine while remaining tech-forward. Maintain a deep understanding of the evolving AI landscape, including AI-assisted roles and positions transitioning to AI, to optimize workforce structure and reduce time-to-fill for key roles to under 4 weeks.
Cultural Stewardship: Ensure ePac’s unique, entrepreneurial culture remains intact across a distributed workforce. You must translate the company vision into daily behaviors that drive employee engagement and customer loyalty.
Career Architecture: Design and build comprehensive, transparent career pathways and growth maps for every employee across all departments and levels within the organization.
ESSENTIAL FUNCTIONS
Manager Enablement & Support
Direct Coaching: Serve as the primary coach for Plant Directors. Provide the actual SOPs, templates, and scripts needed for hiring, coaching, and exiting employees so they can focus on production.
Accountability Systems: Re-launch and enforce the quarterly performance calibration process. Ensure it is a tool for manager-to-employee engagement, not a "check-the-box" administrative task.
Leadership Pipeline: Conduct 9-box assessments to identify "ready-now" and "ready-future" successors for critical roles across all sites.
Multi-Department Onboarding & Training: Build structured onboarding and continuous training programs tailored to both plant-level workers and remote holdings roles (Sales, Sales Support, Prepress, IT, Marketing, Finance, HR, Software Engineering, and Supply Chain/Logistics).
Data Accountability & Infrastructure
HR Tech & Automation: Fully leverage existing HR technology platforms (such as Rippling) beyond workforce analytics—driving process automation, operational efficiency, and seamless self-service experiences across all sites and remote teams.
Metric-Driven Decision Making: Track and share core KPIs-Revenue per Employee, Turnover Cost, and Employee Net Promoter Score (eNPS)-to flag risks and growth opportunities in real-time.
North American Compliance & Operations
Multi-Jurisdictional Expertise: Own HR and payroll compliance across 11 U.S. sites and 3 Canadian sites You must be an expert in the differing labor laws between U.S. states and Canadian provinces (e.g., Texas vs. Ontario).
Labor Relations: Maintain positive, professional relationships with labor unions where applicable, ensuring all disputes are resolved fairly and in alignment with organization goals
Safety & Wellbeing: Collaborate with Operations and Safety to implement digital wellness platforms that reduce workplace injuries and lower absenteeism.
JOB KNOWLEDGE, SKILLS & ABILITIES
Operator Mindset: Proven ability to manage complex changes in the plant footprint gem
High-Volume Talent Strategy: Experience building a recruitment engine that can scale by 20%+ annually
Technical Proficiency: Advanced knowledge of Rippling or similar tier-one HRIS/payroll platforms with a heavy emphasis on data analytics
Communication: Ability to influence stakeholders from the plant floor to the boardroom.
Relatable Engagement: Demonstrated ability to connect with, support, and advocate for employees at every level of the company, with a strong commitment to plant-level workers on the manufacturing floor.
Compliance Mastery: In-depth knowledge of Federal, State, Provincial (Canada), and local employment laws.
EXPERIENCE AND EDUCATION
Experience: Minimum 10+ years of HR experience, with at least 5 years in a senior leadership role within a multi-site manufacturing environment.
Geographic Scope: Documented experience managing HR/payroll for a distributed workforce in both the United States and Canada.
Education: Bachelor's degree in HR, Business, or related field required.
Travel: Up to 30% to support site transitions and plant visits.

Work arrangement
Yes