Description
Vice President of Human Resources
Location: Sarasota/Manatee County, FL (with regular travel between locations)
Reports to: President / CEO
Role Type: Executive Leadership
Who We Are
Detwiler’s Farm Market is a family-owned, values-driven organization built on caring for people, hard work, humility and stewardship. What began as a small family operation has grown into a multi-location business serving thousands of customers every week—while working intentionally to protect the heart and culture that got us here. Our mission is: “To Glorify the Lord in all we do & to give customers the best farm market experience in the world.”
Our commitment is simple but demanding; to care well for our team members, serve customers with excellence, operate with integrity, and steward what has been entrusted to us. As we continue to grow, we are investing thoughtfully in leadership, systems, and people. We believe growth should be healthy, values-aligned, and sustainable—not chaotic or culture-eroding.
The Role
The Vice President of Human Resources is one of the most important leadership roles at Detwiler’s Farm Market. This role exists to ensure that as the organization grows, our people, leaders, and culture grow with it—intentionally, consistently, and with care.
The VP of HR partners directly with the CEO and the Owners to lead enterprise-wide people strategy, organizational design, leadership development, and culture stewardship. This role requires both a servant’s heart and strong judgement—someone who can build structure while honoring people.
Why this Role Matters
As Detwiler’s has grown, responsibility has expanded faster than structure. HR has historically carried a wide range of responsibilities, some of which extend beyond the true scope of human resources. This role exists to bring clarity, focus, and leadership to the HR function so it can fully support the business today—and scale for the future.
Position Summary
The Vice President of Human Resources (VP of HR) is a strategic, hands-on executive leader responsible for stewarding Detwiler’s Farm Market’s people, culture, and workforce systems as the organization continues to grow. This role ensures that the company’s values—caring for people, hard work, humility, stewardship, integrity—are not only preserved but strengthened through intentional leadership, thoughtful systems, and consistent execution.
The VP of HR balances executive-level strategy with practical operational presence, partnering closely with ownership, senior leadership, and frontline leaders to build a healthy, values-aligned, and sustainable organization.
This is not a bureaucratic HR role. It is a people-first leadership role for someone who understands retail and multi-location operations, values strong culture, and believes HR should serve the business—not complicate it.
This individual must be skilled at bringing people together, building strong relationships across teams, and influencing without hierarchy. This role requires experience working across multiple projects at the same time and partnering with various departments to drive organizational impact and business value. A strong focus on culture, collaboration, and practical solutions is essential.
Key Responsibilities
1. Culture & Values Stewardship
Act as a guardian of Detwiler’s culture, ensuring values are lived consistently across all locations and leadership levels.
Embed company values into hiring, onboarding, leadership development, performance management, and decision-making.
Coach leaders to lead with humility, accountability, and care for their teams.
Address cultural drift early and directly, offering course correction with grace and clarity.
2. Leadership & Team Development
Partner with executive leadership to develop strong, values-aligned leaders at every level.
Design and oversee leadership development programs for supervisors, managers, and senior leaders.
Support succession planning and internal talent development to reduce dependence on external hiring.
Serve as a trusted advisor and coach to senior leaders on people, performance, and organizational health.
3. Strategic HR Leadership
Develop and execute a long-term HR strategy aligned with company growth goals and operational realities.
Build scalable HR systems, policies, and processes that support growth without damaging culture.
Ensure HR initiatives are practical, simple, and well-communicated to the field.
Use data and metrics (turnover, engagement, labor costs, etc.) to inform decisions while keeping people—not numbers—at the center.
4. Talent Acquisition & Workforce Planning
Oversee hiring strategies for hourly, supervisory, and leadership roles across all locations.
Ensure hiring practices emphasize character, work ethic, and cultural fit alongside skills.
Strengthen onboarding to promote early engagement, retention, and clarity of expectations.
Anticipate workforce needs related to growth, seasonality, and operational demand.
5. Employee Relations & Engagement
Provide leadership in handling employee relations matters with fairness, wisdom, and consistency.
Build trust by ensuring HR is present, approachable, and responsive, not distant or reactive.
Strengthening communication channels between leadership and team members.
Promote a workplace where accountability and care coexist.
6. Compensation, Benefits & Compliance
Oversee compensation and benefits strategies that are competitive, fair, and sustainable.
Ensure compliance with federal, state, and local employment laws.
Guide leaders through complex people matters with sound judgment and legal awareness.
Balance risk management with common sense and values-based decision-making.
7. HR Team Leadership
Lead, develop, and mentor the HR team, building capability and confidence at all levels.
Clarify roles, responsibilities, and expectations within HR to improve service and execution.
Ensure HR staff are aligned with business priorities and store-level realities.
Requirements
Qualifications & Experience
10+ years of progressive HR leadership experience, including senior or executive-level responsibility.
Demonstrated experience in retail, grocery, food, hospitality, or other fast-paced, multi-location environments.
Strong working knowledge of employment law and HR best practices.
Proven ability to influence leaders and drive change without losing trust or cultural alignment.
Previous experience in partnering with senior leadership during critical growth phases is essential for this role.
Experience scaling HR systems during periods of growth.
Background in family-owned or values-driven organizations.
SHRM-SCP or SPHR certification
Experience building leadership development programs from the ground up.
Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
Leadership Characteristics We Value
Humble and grounded – confident without ego
Values-driven – does the right thing, even when it’s hard
Practical and people-focused – avoids unnecessary complexity
Strong communicator – clear, calm, and respectful
Stewardship mindset – treats people, culture, and resources with care
Present and engaged – visible in stores and connected to frontline reality
What Success Looks Like
Leaders across the organization feel supported, challenged, and developed.
Team members feel known, respected, and treated fairly.
HR systems enhance clarity and consistency rather than creating distance or red tape.
Growth happens in a way that strengthens—rather than erodes—culture.
Detwiler’s remains a place where people want to work, grow, and stay.