Leap Brands

Compensation

Full Description

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 Requirement Description Experience 10+ years in HR Leadership, ideally within a Franchise, Fitness, Hospitality, or Retail model. Education Bachelor’s degree in HR or Business; SHRM-SCP or SPHR certification preferred. Legal Acumen Deep understanding of NLRB rulings, joint-employer risks, and multi-state labor laws. Tech Savvy Experience implementing enterprise-level HRIS and LMS platforms that scale.