VP People

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Job description

As our Vice President of People, you will provide executive-level leadership and guidance to our People strategies and operations. You will assume ownership of existing practices and will continually make improvements and lead new People initiatives. You will manage our People team, which consists of three People professionals that have helped establish an excellent foundation. You'll report directly to the CEO, and as a member of the Executive Team, you will work closely with leadership across the company.

Responsibilities for this position may include:

Own the People Function's Strategic Planning

• Executive Team: As a member of the Executive Team, provide your unique perspective in executive-level conversations about how to expand enterprise value and identify and implement ways to support Company's mission and vision goals.
• Strategic Workforce Planning: To support Company's long-term objectives, ensure we plan appropriately for future talent needs, have the right talent in house, and actively leverage succession planning for critical roles.
• Ownership of People Budgeting: Remain up to date on market and compensation trends in order to effectively lead our conversations around workforce planning. Develop and manage the People team's annual budget.
• Metrics: Identify key performance indicators for the People function; assess the company's success and market competitiveness based on these metrics.
• Risk & Compliance: Ensure our compliance with current employment and labor law requirements and People best practices. Own the disciplinary action process at the company and function as a partner and subject matter expert to leaders across the organization.
• Technology: Continually assess, manage, and implement our best-in-class HR technology stack.

Talent Acquisition

• Talent Acquisition Strategy: Develop and own our talent acquisition strategy, to include workforce planning, resource allocation, sourcing and attraction plans, candidate experience, technology, budget, etc.
• DE&I: Build plans to diversify our recruiting funnel in order to ensure equitable representation across all levels within the organization and ensure our employer brand reflects the importance we place on DE&I.
• Data: Leverage recruiting data to iterate on strategy, provide visibility, and set measurable goals against both business as usual activities and key new initiatives.
• Employer Brand: In order to expand our inbound candidate pipeline, build our employer brand to reflect our people, culture, and opportunities here at Company.

Total Reward & Talent Management

• Total Reward: Ensure alignment with our compensation philosophy and research, develop, and implement pay, benefits, and incentive plans for employees. Develop benchmark-driven pay ranges and variable compensation plans that drive for strong business outcomes that are both internally equitable and externally competitive.
• Performance Management & Promotions: Assess and improve our existing process around performance management, promotions and succession planning, proactively managing cycle-to-cycle changes.
• Talent Development: Continually improve our talent development program, proactively identifying areas where we can strategize and level up.
• Learning & Mentorship: Build strong learning and mentorship programs that bolsters our passion for learning and helps our team develop and thrive.
• Training: Explore, prioritize and build training for our team, along with education around DE&I.

Foster Our Culture

• Employee Engagement: Take existing data (Lattice, Employee Focus Groups, etc), and co-create action plans with leaders and departments.
• Employee Experience: ' 'Partner with the leadership team and managers to scale our company-wide onboarding and build Sales department specific onboarding that sets up new hires for success quicker. Identify and champion/drive areas of culture improvement and focus that are aligned with and authentic to our values
• Employee Resource Groups: Leverage existing (Health & Wellness, DE&I, Employee Experience, etc) and future ERGs to ensure that all voices are represented through strategic talent & culture priorities.
• Change Management: Support the team as it experiences the inevitable cultural challenges associated with growing headcount. Continually manage changes to our health and safety plans throughout the ever-evolving COVID-19 environment. Oversee our internal communications program to effectively guide our team through change and to promote engagement and inclusion.
• Leadership: Put company first, team second, and yourself third; stand strong on important matters and are willing to take on high personal risk to care for the company. You apply a diverse set of leadership styles for the appropriate situation.

Who You Are

You are, first and foremost, someone who loves to build, and who isn't afraid to use both hands in the process. You are someone who thrives in a high-growth environment and understands that change is both necessary and hard. You believe strong DE&I practices, that good data helps build stronger teams, that culture eats everything for lunch, and that strategy and application go hand-in-hand at a start-up company.

To be successful in this role, you must meet the following requirements:

• At least eight (8) years of experience in human resources required, preferably in talent and performance management, training, employee relations, total reward, and recruitment.
• At least four (4) years of previous experience in a Director of HR role or higher.
• Experience working for a high-growth technology company at a leadership level.
• A bachelor's degree in human resources, business, or related field; advanced degree preferred.
• Proven ability to demonstrate measurable results through the use of analytics and metrics.
• Visionary leader, proficient in creating and implementing HR strategies, while simultaneously executing HR activities.
• Exhibit strong integrity that aligns with Company's mission, vision, and values.
• Must display an entrepreneurial spirit and be comfortable with ambiguity.
• Exceptional interpersonal skills and strong business acumen.
• Proven experience in change management within an ever-evolving work environment and a strong appreciation for and application of internal communications strategies.
• Extensive experience/knowledge of federal, state, and local employment laws.
• Strong management skills, a passion for developing individuals and teams, a leadership style that aligns well to our culture, and a proven track record in retaining an engaged People team.
• Proficiency in HR technologies, to include ATSs (Greenhouse), HRISs, Engagement Platforms (Lattice), and benchmarking platforms (PayScale); strong experience implementing HR tech stack is required.
• Ability to communicate professionally, effectively, and constructively in writing and verbally with all levels of employees; well-trained in managing conflict resolution and negotiation tactics.
• Ability to organize and manage expectations, processes, and multiple projects simultaneously.
• Must be able to use judgment and diplomacy when interfacing with all levels of employees.
• Encourage debate of important issues and yet are decisive when the time comes.
• SHRM-SCP or SPHR certification preferred.