VP, Human Resources- Corporate Functions
CRH · Atlanta
Job ID: 529903
CRH's Americas Materials business is the leading provider of building materials in North America. The aggregates, asphalt, ready mixed concrete, paving and construction services we deliver are critical to building our world. Our operations span 45 U.S. states and two Canadian provinces with over 30,000 employees across 1,700 operating locations.
Role Overview
The Vice President, HR – Corporate Functions provides strategic and operational HR leadership to AMAT's Atlanta-based corporate function leaders, including Finance, Strategy, Development, IT, Performance and Safety. Serving as the primary HR Business Partner and trusted advisor to these senior executives, this leader aligns HR strategy with each function's business priorities, builds leadership capability and succession depth, and fosters a culture of engagement and high performance across the corporate employee population.
This leader also builds and leads a small team of HR Business Partners, developing their capability to deliver consistent, high-quality HR partnership and support. Reporting to the SVP, HR, this role is a critical connector between AMAT's centralized HR Centers of Excellence (Talent Acquisition, Compensation & Benefits, Talent Management) and the corporate functional leaders they support, ensuring enterprise-aligned HR practices are delivered with strong local partnership in Atlanta.
Core Responsibilities
- Serves as the primary HR Business Partner and strategic advisor to the Atlanta-based leaders of Finance, Strategy, Development, IT, Performance, HR, and Safety, aligning HR strategy with each function's business goals and acting as a trusted voice on talent, organizational design, workforce planning, and organizational health.
- Builds, leads, coaches, and develops a small team of HR Business Partners/HR Generalists, setting priorities and standards, ensuring consistent service delivery, and strengthening the team's capability to support corporate functions as trusted partners.
- Partners at a senior level with the SVP, HR and leaders of centralized HR Centers of Excellence (Talent Acquisition, Compensation & Benefits/HR Operations, Talent Management) to ensure corporate function leaders and employees receive consistent, enterprise-aligned HR programs and practices.
- Partners with corporate function leaders to build strong talent pipelines through succession planning, leadership development, and performance management, strengthening leadership capability and succession depth across their organizations.
- Champions a culture that is engaged, high-performing, accountable, and inclusive across AMAT's corporate functions, supporting a strong employee experience and retention.
- Coaches senior functional leaders on goal setting, feedback, and performance development practices to drive accountability and results aligned to AMAT's priorities.
- Provides leadership guidance and support on complex employee relations matters within corporate functions, ensuring fair, consistent, and legally compliant practices.
- Partners with centralized Talent Acquisition to ensure hiring for corporate functions is timely, high quality, and aligned to enterprise standards and employer brand.
- Ensures local administration of compensation & benefits programs for corporate function employees is delivered in alignment with CRH/AMAT strategy and governance, driving consistency and transparency.
- Leads organizational design and change management efforts as AMAT's HR structure continues to evolve, including transitions tied to the centralization of divisional HR resources.
- Drives HR process improvement and data integrity in partnership with the SVP, HR, HR Centers of Excellence, and corporate function leaders.
- Represents corporate functions' HR needs in broader AMAT and CRH HR planning and governance forums, contributing to enterprise-wide people strategy.
- Serves as an escalation point and thought partner to the SVP, HR on matters affecting the Atlanta-based corporate function leadership team.
The Ideal Candidate Is/Has
- Strategic business partner – Aligns HR strategy with functional business goals, serving as a trusted advisor to senior executive leaders with strong business acumen and organizational insight.
- Proven people leader – Experienced leading, developing, and motivating an HR team, delegating effectively while maintaining accountability for team output and quality.
- Talent development and coaching – Skilled at building leadership pipelines through succession planning, coaching, and performance management.
- Cultural leadership and change management – Demonstrated success navigating ambiguity and leading through organizational change, including centralization and structural transitions, while maintaining operational excellence.
- Influential communicator and collaborator – Highly effective communicating and influencing across all levels, building trust and partnership in a matrixed, multi-function environment.
- HR expertise – Brings broad HR leadership experience, including organizational design, talent systems, and employee relations.
- Executive presence and judgment – Comfortable operating as a credible, trusted advisor to senior executives, with the confidence to offer an honest, unfiltered point of view.
- Strong execution and leadership discipline – Able to balance the needs of multiple senior functional leaders and a direct HR team simultaneously, prioritizing effectively and delivering results through delegation and accountability.
Role Requirements
- Based in Atlanta, GA, with regular in-person engagement with corporate function leaders and the HR Business Partner team.
- Actively participates in AMAT and CRH Americas HR forums, contributing to enterprise-wide people strategy.
- Partners closely with SVP, HR and HR Centers of Excellence leaders to advance shared talent and organizational priorities.
- Some travel may be required, at times up to 10%.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required.
Education and/or Experience
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, or comparable discipline, or equivalent combination of education and experience. Master's and/or SPHR/PHR/SHRM Certification desired.
- A minimum of 10 years of progressive, well-rounded HR experience, with at least 5 years leading and developing HR teams, preferably supporting corporate or functional (non-operations) client groups.
- A credible, trusted thought partner to senior executive leadership – able to influence without authority, navigate organizational complexity, and earn a seat at the table through demonstrated expertise, judgment, and results.
- Strong business and financial acumen – understands how corporate functions such as Finance, Strategy, Development, IT, and Safety operate, what drives performance, and how to translate that context into HR strategies and solutions that deliver measurable impact.
- Operates with strong critical thinking and anticipatory problem-solving skills – able to identify patterns across seemingly unrelated signals and get ahead of emerging challenges before they escalate.
- Leads with courage and candor – willing to challenge assumptions, offer a contrarian perspective, and respectfully push back when warranted.
- Intentional and skilled relationship builder – cultivates deep, trust-based connections across all levels of the organization in a complex, matrixed environment.
- Proficiency with tools to enhance work performance, including Office 365 and AI tools such as Claude and Co-Pilot.
- Experience with SuccessFactors a plus.
Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to sit, talk, or hear, and frequently required to use hands to handle or feel. Specific vision abilities required by this job include close vision, distance vision, and peripheral vision.
Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. This role is primarily office-based in a corporate headquarters setting in Atlanta, GA. The noise level in the work environment is usually moderate.
The statements included in this job description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. Other duties may be assigned as required. Requirements for this job are subject to modification by the Company and its designees, and reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
What CRH Offers You
- Highly competitive base pay
- Comprehensive medical, dental and disability benefits programs
- Group retirement savings program
- Health and wellness programs
- An inclusive culture that values opportunity for growth, development, and internal promotion
About CRH
CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization.
If you’re up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest!
CRH Americas Materials Inc. is an Affirmative Action and Equal Opportunity Employer.
EOE/Vet/Disability
CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.
AI tools may be used in certain stages of the employment lifecycle, such as candidate review; however, all final employment decisions will be made by a person.