About the role
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).
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Executive Summary
* Role: VP of Human Resources
* Report To: CEO / Chief Operating Officer
* Focus: Organizational Culture, Franchisee Support Systems, Talent Acquisition, and Scalable Compliance.
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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.
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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.