Vice President of People

Job Summary

Reporting to the CPO the VP of People plays a pivotal role in driving the strategic and operational objectives of the HR function within the organization. They are responsible for overseeing all areas of HR, including but not limited to, employee relations, talent management, benefits and compensation, M&A Integration and employee performance. This role requires a blend of strategic thinking, leadership, and hands-on execution to ensure that the organization attracts, develops, and retains top talent while fostering a positive and inclusive workplace culture.

• Serve as a strategic advisor to the CPO and executive team, contributing to overall business planning and organizational growth.
• Lead change management initiatives and organizational restructuring efforts as needed to scale the business and drive cultural transformation.
• Drive compensation, performance appraisal, and goal-setting processes, ensuring alignment with organizational goals.
• Act as the performance improvement driver to influence positive changes in the business environment and maintain strong, effective, and transparent delivery of communication.
• Partner with functional divisions and departments to address day-to-day employee relations and human resource needs to keep the pulse of the organization.
• Drives leadership development skills with the managers across the organization in people processes such as difficult conversations, terminations, promotions, compensation management, performance management, and professional development.
• Lead efforts to build a positive and inclusive company culture, promoting engagement and employee satisfaction.

• Consult on HR policies across the organization and provide guidance to managers and employees on compliance matters.
• Stay informed about changes in employment laws and regulations, including but not limited to, equal employment opportunity (EEO), Fair Labor Standards Act (FLSA), Transparency laws, 401k Plan Compliance, Family and Medical Leave Act (FMLA), etc.
• Maintain accurate and up-to-date records related to HR compliance, including personnel files, EEO data, and training records.
• Develop and implement strategies to mitigate compliance risks and ensure a culture of ethical conduct within the organization.

• Lead HR due diligence efforts during M&A activities, assessing cultural fit, organizational structure, compensation and benefits, and potential risks.
• Facilitate M&A and integration needs in partnership with the leadership team to minimize disruption and ensure employee engagement during integration processes.
• Develop and execute integration plans with timelines and critical milestones for newly acquired companies and people ensuring smooth transitions and alignment with the organization's HR data, policies and practices.
• Support communication efforts to provide transparency and clarity regarding M&A objectives, timelines, and impacts on employees.
• Conduct post-merger evaluations to assess the effectiveness of integration strategies and identify areas for improvement.

• Identify key performance indicators for the organization's functions and assess the organization's success and market competitiveness.
• Utilize HR metrics and analytics to drive decision-making and report on HR performance.
• Partner with the CPO and HR team on the HR technology roadmap and ensure tools support scalability, data integrity, and team efficiency.

• Drive a best-in-class comprehensive recruitment strategy to attract top-tier talent.
• Partner with Marketing and People teams to develop and promote our employer brand and employee value proposition.
• Continuously evaluate and optimize recruitment processes to enhance efficiency and effectiveness. Identify, evaluate, and solve hiring challenges.
• Partner with team to evaluate and enhance applicant tracking, interview process, onboarding, and overall candidate experience.

• Promote our talent management programs to support employee development and career road map.
• Develop succession planning strategies across leadership levels to ensure long-term organizational continuity and strength.
• Conduct regular talent checks and performance measures to identify areas for growth and improvement.
• Provide coaching and guidance to managers on talent program best practices.

• Continue to develop and implement performance management processes to drive employee engagement and productivity.
• Partner with leaders to establish clear performance expectations and to provide regular feedback and coaching.
• Maintain and enhance employee recognition programs to acknowledge and reward outstanding performance.
• Monitor employee morale and commitment levels and develop strategies to address any issues or concerns.

• Bachelor's Degree in Human Resources, or related field.
• Minimum of 15 years of progressive HR…