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Posted · 01.10.2026
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# Vice President Human Resources

Vertiv

V Vice President, Human Resources – Americas Company Overview Vertiv is on a mission to empower the people who will power the future. From a simple swipe to life-changing medicines, and from push notifications to generative AI, Vertiv designs, manufactures, and services the products and solutions that keep the world connected. With more than $10 billion in revenue, approximately 37,000 employees, and operations spanning more than 130 countries, Vertiv is experiencing unprecedented growth driven by accelerating demand for AI infrastructure and digital capacity. This momentum is creating extraordinary opportunities for Vertiv’s people to grow, innovate, and make an impact as the company scales to meet the world’s most critical infrastructure needs. Company: Vertiv Holdings Co. Region: Americas Location: Westerville, Ohio Employee Scope: Approximately 17,000 HR Organization: More than 170 team members Operational Footprint: 14 manufacturing and assembly locations, 180 service centers, and three Customer Experience Centers Markets: United States, Canada, Mexico, and Latin America The Opportunity The Vice President of Human Resources, Americas is a key member of Vertiv’s regional executive leadership team, reporting directly to both the Chief Human Resources Officer and the Americas Business President. This dual-reporting structure reflects the strategic importance of connecting enterprise-wide HR priorities with the objectives and operating needs of the Americas business. This executive will shape and execute human resources strategies that cultivate a high-performance culture, strengthen organizational capability, and enable Vertiv’s continued growth. Serving as a strategic business partner, the Vice President will lead workforce planning, talent optimization, organizational development, and the creation of a results-driven environment aligned with Vertiv’s long-term objectives. The Vice President will champion leadership development, continuous improvement, and accountability while ensuring the organization remains agile, competitive, and positioned for sustained success. By empowering teams, elevating talent capabilities, and translating business priorities into action, this leader will help Vertiv consistently deliver exceptional results across the Americas. Key Accountabilities and Responsibilities Strategic Business Partnership Demonstrate strong business and financial acumen, with a deep understanding of industry trends, market dynamics, organizational structure, operational performance, and financial principles. Translate Vertiv’s business strategy into practical workforce, organizational, and talent priorities. Proactively anticipate the people implications of rapid growth, including capacity constraints, capability gaps, leadership readiness, and potential cultural dilution. Position HR as a forward-looking enabler of revenue growth, productivity, operational performance, and long-term enterprise value. Strategic Workforce Planning Develop and execute long-term workforce strategies that ensure Vertiv has the skills, capabilities, capacity, and organizational agility required to meet current and future business objectives. Build scalable workforce models that can respond to changes in demand, new market entry, manufacturing expansion, acquisitions, and evolving customer requirements. Align talent planning with business forecasts, growth trajectories, and organizational priorities to remain ahead of headcount, leadership, and capability needs. Identify roles, skills, and work that may be enhanced or automated to improve productivity and organizational capacity. Executive Leadership and Coaching Serve as a trusted strategic advisor to the Americas Business President, CHRO, and executive leadership team. Ensure HR strategies and investments directly contribute to business growth, operating performance, organizational effectiveness, and sustainable competitive advantage. Provide candid, well-timed executive coaching that strengthens leadership effectiveness, resilience, accountability, and decision-making speed. Challenge leaders constructively, listen carefully, and demonstrate sound judgment regarding when to advise, when to push, and when to allow others to lead. Distill complex information into concise, actionable recommendations for senior executives and other key stakeholders. Talent Acquisition and Retention Develop scalable strategies to attract, hire, and retain high-caliber talent at the pace required to support Vertiv’s aggressive growth objectives. Partner with Talent Acquisition to strengthen Vertiv’s employer brand in critical markets and hard-to-fill disciplines. Build talent pipelines that support manufacturing, engineering, service, operations, supply chain, digital, and commercial growth. Implement succession frameworks that ensure leadership continuity, reduce key-person risk, and strengthen organizational stability through growth, expansion, restructuring, and leadership transitions. Use workforce and market data to improve talent availability, retention, and hiring effectiveness. Organizational Development and Change Leadership Lead organizational design and change initiatives that enable business transformation, M&A integration, manufacturing expansion, and accelerated organic growth. Direct restructuring and scaling efforts that improve organizational performance, operating efficiency, accountability, and speed of execution. Assess whether organizational structures, leadership capabilities, and decision rights remain appropriate for Vertiv’s future scale. Serve as a visible change leader who builds the organization’s capacity for continuous transformation rather than treating change as a one-time event. Identify execution challenges, adjust strategies when necessary, and maintain momentum through ambiguity and disruption. Leadership Development and Succession Partner with Vertiv’s Global Talent team to deliver leadership-development strategies aligned with future business needs and the company’s accelerated growth trajectory. Build a strong and ready pipeline of leaders capable of operating effectively in ambiguity, scaling teams rapidly, and delivering results under pressure. Establish strategic career pathways that promote internal mobility, reduce unnecessary dependence on external hiring, and advance leadership talent across the enterprise. Strengthen succession planning for critical regional and enterprise leadership positions. Assess, develop, and upgrade leadership and HR capabilities where necessary to meet the needs of the future organization. Culture and Employee Engagement Cultivate a high-performance, forward-thinking culture that reflects Vertiv’s leadership behaviors: Own It, Act with Urgency, Foster a Customer-First Mindset, Think Big and Execute, Lead by Example, Drive Continuous Improvement, and Learn and Seek Out Development. Develop engagement and retention strategies that support workforce productivity, morale, and organizational stability during rapid hiring and significant change. Monitor organizational and cultural health to identify early signs of disengagement, capability gaps, leadership challenges, or cultural dilution. Ensure new employees and acquired teams successfully integrate into Vertiv’s performance-driven culture. Strengthen accountability while maintaining an environment in which employees feel respected, supported, and connected to the business. HR Analytics and Data-Driven Decision-Making Use advanced HR analytics, predictive metrics, and business data to inform strategic decisions at the speed required by the organization. Analyze talent, retention, engagement, diversity, performance, productivity, safety, and workforce-capacity indicators to identify risks and opportunities. Establish early-warning measures for issues such as attrition spikes, declining engagement, leadership gaps, workforce instability, and capability shortages in high-growth areas. Translate workforce information into actionable business insights that enable leaders to make faster and more confident decisions. Measure HR outcomes through business results such as revenue enablement, margin improvement, productivity, ROI, cost savings, workforce capacity, and operational performance. Qualifications Bachelor’s degree in human resources, business administration, or a related field; a master’s degree or MBA is preferred. At least 10 years of progressive HR leadership experience within high-growth, complex organizations. Experience leading HR for an employee population of at least 8,000 across multiple locations and countries. Demonstrated success supporting a multibillion-dollar P&L and connecting workforce strategies to measurable business outcomes. Significant experience supporting manufacturing, operations, supply chain, engineering, distribution, or a large field-service organization. Proven ability to develop and execute HR strategies that scale with rapid organic and inorganic growth. Experience expanding organizational and workforce capacity during periods of double-digit growth. Expertise in workforce planning, organizational design, HR analytics, succession planning, and enterprise-wide change management. Demonstrated success building leadership pipelines, strengthening bench depth, and preparing successors for critical roles. Experience assessing and upgrading senior HR or business teams, including making difficult talent and organizational decisions. Experience partnering with C-suite executives and leading major transformations, including M&A integration, restructuring, manufacturing expansion, or large-scale workforce growth. Strong knowledge of labor and employment law, employee relations, compliance, and risk management across multistate or multi-country operations. Proven ability to lead through ambiguity, manage competing priorities, make timely decisions, and adjust course as business conditions evolve. Exceptional leadership, communication, critical-thinking, and influencing capabilities. Strong financial literacy and a record of quantifying results through margin improvement, productivity, ROI, cost savings, revenue enablement, working-capital improvement, or other business measures. Executive presence and leadership capability consistent with consideration as a future CHRO successor.

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