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Vice President, Human Resources (56187)

May 15, 2026

Description

Diamond Baseball Holdings (DBH) was formed in 2021 to support, promote, and enhance Minor League Baseball through professional management, best practices, innovation and investment.

DBH is seeking a dynamic Head of Human Resources, to help lead and execute the HR strategy across the organization. Sitting on the Executive Leadership Team, this person will be a partner to the executive leadership team on all matters related to the employee lifecycle including Talent Acquisitions & Management, Onboarding, Performance Management, Employee Relations, Total Rewards, Workforce & Succession planning, and HR systems.

The VP, HR, will act as a trusted advisor to the leaders in the business and will build and foster productive and positive cross-functional relationships in all parts of the organization, empowering and enabling leaders to make informed decisions for their functions or regions. This role will report directly to the CEO and will be responsible for managing a remote team of HR professionals. It is expected that the candidate works to install better workflow processes as DBH continues to grow.

The ideal candidate is someone with prior experience working within sports or entertainment, with direct experience in advising business leaders on employee relations, best practices, compensation, and benefits, while also advocating for your employees and cultivating an inclusive and transparent workplace.

DBH is a high-paced, results-orientated environment and is a company that will define the way the biggest events in sports and entertainment are operated in various markets. The ideal candidate will recognize and adapt to the environment, bringing new ideas into what can be a fun and very rewarding opportunity personally, professionally and financially.

Essential Duties and Responsibilities

Leadership
Work closely with the Executive Team to plan, develop, implement, lead and evaluate both long-term strategic direction and short-term business plans for the HR Department.
Manage financial resources and budgets to align with business needs and expectations, including resource and staffing efficiencies.
Build rapport and trust with all internal and external stakeholders, across Member Clubs and the Corporate team, demonstrating a willingness to do everything you can to support them.
Build an HR solution to support and equip division leaders with the tools necessary for them to make informed decisions on behalf of their businesses.

Workforce / Talent Management
Develop a total rewards strategy and incentive plans at all levels of the organization that drive employee engagement and incentivizes employees to deliver results.
Collaborate with the Executive Leadership Team and Regional Vice Presidents to advise on the optimal organizational design that balances current and future needs.
Lead talent management inclusive of training, succession planning, performance management, employee relations, and change management.
Recommend and steer strategic investments, process improvements, and new initiatives across all the HR disciplines (Talent Acquisition, Talent Management, Engagement/Culture, Performance, Compensation, Benefits, etc.).
Lead and manage all employee relations cases including investigations and PIPs.

Talent Acquisition
Align the talent acquisition efforts with organizational strategy; ensuring the right people are in the right roles, at the right time.
Leverage top university relationships and internship programs to ensure there is always a strong pipeline of talent for key, high turnover positions.
Develop company onboarding process that accelerates success for new hires and deepens their connection to DBH and their club.

HR Systems & Compliance
Create systems and processes, leveraging technology, to advance the HR department and the organization.
Oversee HR systems integrations and updates, ensuring the organization’s HR technologies are efficient, effective, and aligned with future needs.
Ensure DBH is compliant with all federal, state, and local laws, as it relates to employment and a remote workforce.

Qualifications
8+ years Human Resources experience with direct experience in Total Rewards and/or Employee Relations.
Previous multi-state experience in sports and entertainment is strongly preferred.
Minimum of 4 years of management responsibility.
Must have proven experience in developing and delivering an HR strategy aligned to the needs of the business.
Must possess a strong working knowledge and understanding of all applicable employment/human resources laws, rules, codes and regulations (ie. EEO, ADA, FMLA etc.).
Knowledge of US HR statutory practices and HR operations.
Must possess strong or

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...