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 RequirementDescription Experience10+ 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.