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Chief Human Resources Officer

Total Beverage Solution

Charleston, South Carolina 29464
Job Type:
Job Status:
Full Time
  • Compensation
  • Employment/Recruitment
  • Organizational Development
  • Training/Development
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Job Details


Job Summary:

Key member of the TBS leadership team, providing focus to TBS’ need to attract, engage, retain and develop its talent pool. This is a new role and reflects the company’s growth and appetite to position the company for future growth. The role will be to learn TBS’ business and culture, and then assist the leadership team to enhance all things related human capital and sales force effectiveness. Further, the role will partner with the leadership team to develop succession planning for the next generation of leaders in the business.

The Opportunity:

  • Reporting directly to the President and CEO, the Human Capital Strategy Executive will have a “seat at the table” and can make a significant impact on the Organization. This is a highly strategic role with excellent exposure and visibility.
  • In this newly created role, this executive will serve as a strategic and tactical business partner charged with overseeing the Human Resources function for a dynamic, growing organization
  • This professional will be empowered to be creative and entrepreneurial in developing the infrastructure to support a robust talent management approach and overall human function
  • There is significant growth upside as TBS is a leader in the beverage industry with multiple internationally recognized brands, such as Weihenstephan Beer (produced in the World’s oldest brewery, Kono (the first Māori owned winery), and Edradour Distillery (Scotland's smallest distillery) amongst others
  • TBS has been named a top 100 U.S. beverage company and one of the 40 best-performing companies in South Carolina for 2016 by SC Biz News for the sixth consecutive year
  • This is an entrepreneurial, fast paced environment with excellent spirit de corp.
  • This is a culture of collaboration and teamwork. Employees work hard and are respectful of others. There is a real commitment to do the right thing
  • An excellent, performance based compensation package is being offered.



  • Have strategic and commercial understanding to be able to interact with Senior Team and advise how able company will be to execute growth plans based on the capabilities of the staff on hand
  • Develop a system to better identify sales force talent. Active screening, testing, and rigor put into process such that quality of talent being seen by the hiring manager in initial screens improves dramatically from current levels
  • Work with CEO to develop a bona fide succession management process throughout the business including at the CEO level
  • Develop an employee feedback process that evolves the business away from annual reviews and moves to an environment of ongoing feedback
  • Work on engagement strategies to enhance effectiveness of sales force
  • Develop engagement strategies and personal development plans for office staff such that employees can grow even if promotions are not readily available
  • Review current compensation packages and analyze versus competitive set and make recommendations for any needed changes to insure TBS can attract and retain “A Players” 
  • Develop more intentional and proactive community involvement that raises TBS’ perceived leadership role in the community
  • Identify top training needs by department and then work with functional leaders to develop training programs and systems in their areas
  • Create movement in the organization through cross training, relocation and short term assignments that will foster deeper commitment to the company by participating employees
  • Be a sounding board for CEO on organizational issues and opportunities
  • Develop company healthcare benefits strategy with a focus on wellness driving activities and programs


  • Must be able to demonstrate strategic business insights; this is viewed as a key top 5 most important role in the company
  • Meaningful participation and leadership in talent development initiatives in their business experiences; direct “HR” role experience is not required
  • If from outside direct HR function, person must embark upon relevant HR professional certifications as part of their development into the role and company
  • Ability and desire to “do the work” and not simply “delegate the work”. Company is midsized fast growing and puts a premium on everyone directly contributing to the success of the business and doing so with small lean teams in place
  • Strong communication skills: verbal, written communication and presentation skills
  • Can effectively advocate for resources in an area that doesn’t lend itself typically to straightforward ROI analyses
  • Able to travel periodically and to work flexible hours to meet needs of business 
  • Bachelor’s Degree

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