Note: Anthos Capital is supporting the hiring efforts for this role at portfolio company, Botanic Tonics. This posting is not for a role at Anthos Capital.

Botanic Tonics is a fast-growing startup that develops, manufactures, and distributes all-natural, plant-based products that compete with Red Bull and 5-Hour Energy. Our most popular line, feelfree, has a cult-like following and is available in >12,000 stores nationwide. Over the past 18 months, we’ve more than 4x’ed our revenues, achieved profitability, and maintain a healthy gross margin. BT currently consists of approximately 75 employees, with the majority of them working out of the manufacturing facility in Tulsa, OK, and the balance working remotely. In addition, we rely on a network of >200 independent distributors, often solo-entrepreneurs.

As the VP of People at Botanic Tonics, you will be a key member of our executive leadership team, responsible for driving our strategy and execution across all aspects of HR, talent acquisition, and development to ensure we attract, retain, and develop the talent we need to achieve our ambitious goals. This opportunity is ideal for true from-the-ground-up builders who have done this before and want to make their mark again. You’ll get to hire a lean and scrappy-and-smart HR team, as well as design and roll out progressive HR practices and policies. There is currently a Director of Plant HR on the team who oversees the non-exempt line-workers; and you’d report into the CEO.

The critical priorities over the next 12 months are about building the foundation:

Working with the Leadership Team to define BT’s company values and to embed them across the company
Defining what hiring at BT should look like, including training the team to become strong talent assessors; and eliminating reliance on recruiting agencies for non-exec hires
Developing trust across the organization on all matters related to HR compliance and employee relations
Being frugal-yet-smart about BT’s overall compensation package, including benefits and equity
Designing and rolling out annual performance reviews, including training managers, developing performance rubrics, etc.
Tracking attrition and creating feedback mechanisms to catch issues early
Collaborating with the CEO on leadership development and assessment

Generally, the key responsibilities for this role are below:

Talent Acquisition and Management:
- Lead the development and execution of strategic workforce planning.
- Drive recruitment initiatives to attract strong talent and manage the full recruitment lifecycle.
- Develop talent pipelines and succession planning programs to ensure leadership continuity.
Employee Relations and Engagement:
- Foster a culture of inclusivity, engagement, and employee satisfaction.
- Build DEI efforts into people processes.
- Provide guidance and support for conflict resolution and employee development.
- Lead initiatives that enhance employee morale and well-being.
Organizational Development:
- Develop and execute strategies to optimize organizational effectiveness.
- Implement performance management systems and coaching for continuous employee growth.
- Facilitate change management initiatives and support organizational culture transformation.
Compensation and Benefits:
- Oversee compensation and benefits programs, ensuring market competitiveness.
- Manage employee benefits programs and maintain a competitive and appealing benefits package.
- Ensure compliance with wage and hour laws, and support payroll operations.
Learning and Development:
- Create and implement training and development programs.
- Promote a culture of learning and innovation, aligning development with business goals.
- Evaluate the effectiveness of learning programs and update them as needed.
Compliance and HR Policies:
- Ensure adherence to all relevant labor laws and employment regulations.
- Develop and maintain HR policies and procedures, consistently applied across the organization.
- Oversee data privacy and protection practices in compliance with applicable laws.
HR Analytics and Reporting:
- Leverage data and analytics to assess HR metrics and provide insights.
- Report on key performance indicators, HR trends, and progress toward organizational goals.
- Make data-driven recommendations to improve HR strategies and programs.

Qualifications:

Bachelor's degree in psychology, industrial organization preferred. SHRM, PHR, and other accreditation is a plus.
7+ years of progressive HR experience, with at least 2 years in a senior leadership role at a fast-growing startup. Proven experience in developing and executing HR strategies in a CPG/manufacturing company.
Extensive talent acquisition experience; ideally has come up through the Talent side at a startup.
Exceptional interpersonal and communication skills. Great oral and written comms.
Strong understanding of employment laws and regulations.
Experience in large-scale change management.
Proficiency in HRIS software and data analytics tools.
Ideally lives in LA area or willingness to relocate or travel.
Open to full-time, contract-to-hire and fractional applicants.

Compensation:

Range of $180,000 - $220,000 + up to a 20% bonus

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Compensation Range: $180K - $220K