Head of People

Vaulted is a waste management company that removes carbon. We take organic waste that can pollute our environment above ground and safely inject it ultra deep underground—permanently removing carbon from the atmosphere while protecting local land, air, and water. Vaulted is based in Houston, San Francisco, and Kansas.

With a growing team of 70+ people across the country, Vaulted signed the second largest carbon removal offtake ever with Microsoft in July 2025 and is rapidly expanding to new sites.

Vaulted's proprietary technology builds on decades of expertise to deliver safe, durable carbon and waste management solutions now, at scale.

Vaulted Deep is hiring a strategic, business-minded people leader to build and lead its people function as the company scales from Series A through Series B and beyond. Reporting directly to the CEO and sitting on the leadership team, the Head of People will shape Vaulted Deep's culture and talent strategy, serve as a trusted advisor to the CEO and executive team, and build a people function spanning the full employee lifecycle.

The successful candidate will have the opportunity to define what a high-performing people function looks like for a fast-growing, multi-site organization.

• Partner with the CEO to define and operationalize a holistic people philosophy, translating company mission, vision, and values into tangible people strategy, programs, and day-to-day practices.
• Serve as a trusted strategic advisor to the CEO and executive team on organizational design, talent, and culture, bringing independent judgment and sound business instincts to key decisions.
• Own the ongoing evolution of company culture. Develop people metrics and dashboards to make organizational health measurable and track progress.
• Prepare people-related materials and analysis on a monthly and quarterly basis for the leadership team and board.

• Conduct ongoing organizational assessments to confirm the company has the right talent in the right roles, partnering with leaders to identify and close capability gaps.
• Partner with functional leaders to evaluate team structure, levels, and headcount needs over a multi-year horizon, accounting for planned expansion into additional operating sites.
• Evaluate and manage leveling frameworks, career pathways, and individual development plans (IDPs) that support internal mobility and promotion readiness.
• Lead organizational design and change management initiatives — including restructures and new-site stand‑ups — proactively anticipating and managing sources of resistance.
• Facilitate periodic leadership team effectiveness assessments, engaging external executive coaching or assessment resources where appropriate.

• Serve as strategic HR business partner to people managers, advising on team composition, succession planning, and critical talent decisions.
• Provide direct, hands-on coaching to leadership team members and people managers
• Evaluate and improve performance management frameworks, including goal-setting, feedback, and calibration practices appropriate in a fast-growing