Vice President of People – Remote US

The Vice President of People will be a key member of the executive team, responsible for shaping and executing our people strategy. This role will drive HR initiatives, talent acquisition strategies, and culture development to ensure we attract, develop, and retain top talent while nurturing a positive and productive work environment.

The VP of People will foster talent development within the People team itself — including HR, Talent Acquisition, and Culture teams — creating opportunities for growth, mentorship, and continuous learning to elevate our capabilities and enhance our employee experience. They will partner closely with the entire leadership team and very closely with our Associate General Counsel to ensure legal compliance and implementation of the organization's mission and people strategy.

Human Resources (HR): Develop HR policies, systems, and programs that support a productive, compliant, and high-engagement workplace.

• Compensation and Benefits Strategy: Oversee the design, implementation, and continuous improvement of competitive compensation, benefits, and rewards programs aligned with market trends and internal equity.
• Compliance and Policy Management: Ensure all HR policies and practices comply with federal, state, and local laws, keeping up-to-date with regulations and implementing necessary changes.
• Performance Management: Manage performance review cycles and ensure all departments are implementing all company policies around goal setting, regular feedback, and annual reviews to drive accountability and personal growth.
• Employee Relations and Conflict Resolution: Serve as the escalation point for complex employee relations issues, conducting investigations and providing resolution guidance to managers.
• HR Technology and Data Analytics: Implement and leverage HR systems and tools to automate processes, enhance data tracking, and generate insights on turnover, engagement, and workforce trends.

Talent Acquisition (TA): Oversee and provide strategic direction for TA efforts to attract, hire, and retain top talent to meet organizational growth and competency needs.

• Develop Recruitment Strategy: Create and implement a talent acquisition strategy aligned with business goals, focusing on high-quality hires, speed, and long-term fit.
• Enhance Employer Brand: Collaborate with marketing and guide the recruitment team to position the company as an employer of choice through social media, career platforms, and brand initiatives.
• Pipeline Development and Sourcing: Lead the recruitment team in building proactive pipelines for critical roles, anticipating future hiring needs, and creating partnerships with educational institutions, professional networks, and diversity-focused organizations.
• Candidate Experience Optimization: Direct the recruitment team to ensure a seamless, inclusive, and positive experience for all candidates from application to onboarding.
• Metrics and Reporting: Set talent acquisition metrics (such as time-to-fill, cost-per-hire, and quality of hire) to evaluate recruiting effectiveness. The recruitment team will track and report on these metrics to support data-driven decisions and continuous improvement.
• Headcount Plan: Partner with finance to ensure alignment on the staffing budget and headcount plan. The recruitment team will support this by executing the hiring plans and ensuring alignment with organizational growth goals.

Culture and Employee Experience: Foster an irresistible culture that aligns with the organization’s core values and enhances employee engagement.

• Values and Mission Alignment: Ensure that organizational values are clearly defined and integrated into every aspect of the employee experience, from onboarding to daily operations.
• Employee Engagement Programs: Design and oversee programs that boost morale and engagement, such as recognition programs, wellness initiatives, and work-life balance policies.
• Feedback and Engagement Measurement: Implement tools like pulse surveys and feedback sessions to measure engagement, identify pain points, and address employee concerns proactively.
• Onboarding and Offboarding: Establish comprehensive onboarding and offboarding programs to ensure new hires feel welcomed, and departing employees provide valuable feedback.
• Learning and Development Opportunities: Create pathways for professional growth across all departments, such as leadership development, skill-building workshops, and mentorship programs, to foster a culture of continuous learning.

• Proven leadership in HR, talent acquisition, and culture initiatives within dynamic, fast-paced environments.
• Deep expertise in employment laws, HR best practices, and talent management strategies, including compensation, benefits, employee relations, and training/development.
• Strong relationship-building with senior leaders, employees, and external partners, fostering collaboration and engagement.
• Skilled in managing organizational change and communicating effectively to support clarity and morale during transitions.
• Exceptional communication, interpersonal, and negotiation abilities.
• Highly organized with strong attention to detail, time management, and a proven ability to meet deadlines.
• Proficient in conflict resolution, analytical thinking, problem-solving, and strategic decision-making.
• Adept in prioritizing and delegating tasks to meet organizational needs.
• Proficiency in HRIS, talent management systems, and other HR tools.

• At least 10 years of progressive human resource management experience including 5 years in a Senior leadership role.
• SPHR or SHRM-SCP certification is highly preferred.
• Bachelor’s Degree in related field or equivalent work experience.

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