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VP - Human Resources, Corporate Functions

May 15, 2026

Job Summary
The Vice President, Human Resources, Corporate Functions is a key senior member of Medline's Global Human Resources team. The VP, HR will be responsible for developing and driving the human capital strategy for the groups in line with their respective business objectives and the organization's culture and strategic direction. Supporting a global employee population of up to 3,000 professionals, the incumbent will be a key player in the talent strategy for the groups including workforce planning, succession planning, talent development/capability building, employee engagement, performance management, organizational design/effectiveness and change management. As a coach to these leaders, the VP, HR will contribute to positively impacting the culture of the team.

Medline is seeking an engaging HR executive, at ease in fast-paced and dynamic environments, who can efficiently accompany the organization in developing higher levels of nimbleness and agility to pivot change. The successful candidate will showcase a strong blend of strategic thinking capabilities and an entrepreneurial, "can do" attitude focused on efficient execution to drive business results.

Location: this role is located at Medline's headquarters in Northfield, Illinois. An in-office presence of 4-5 days per week is expected. Travel will be minimal and mostly domestic; estimated at less than 25%.

Job Description
Establish and implement the vision for HR initiatives and build buy-in from stakeholders.
Lead a team of HR Business partners at varying levels.
Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization.
Advise leadership on change management considerations in support of key business initiatives.
Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues, while supporting business growth. In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs and participate in the interview process as needed.
Foster a culture of positive employee relations by counseling and assisting leaders to identify and implement actions that improve or maintain a positive employee relations environment.
Identify any internal and external factors that may affect employee retentions; address these issues by working in concert with leadership and other areas of HR as needed (compensation, benefits, legal, organizational development, talent acquisition) to develop proactive strategies to meet or exceed turnover goals.
Assess and design processes and programs. Evaluate the effectiveness of current programs and identify opportunities for improvement. In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives. Influence the design and deployment of existing and new programs that address the organization's emerging business needs.
Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance.
Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustments and changes that best optimize the effectiveness of the overall organization.
Influence the current mindset of executive leaders to gain buy-in for organizational change across senior leadership. Encourage leadership to support activities that drive and foster the desired culture. Challenge assumptions and take appropriate risks to influence the organization.
Work on the assessment of organizational talent. Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans. Partner with leaders to align structure, roles, and processes to organizational objectives.
Effectively drive strong partnerships with other areas of HR, to ensure collaboration in proactively working with executives and management to deliver value added service, workforce strategies and programs that meet the current and future business objectives of the organization.
Experience & Expertise
10+ years of progressive HR leadership experience in complex, matrixed, growth-oriented organizations; including 5+ years partnering at the divisional or executive level
5+ years leading and developing high-performing HR teams
Broad HR generalist expertise with strength in organizational design, change managemen

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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...