VP of People and Talent

The Vice President of People and Talent owns the full Talent and People Operations functions. This role is responsible for:

• Building and executing hiring strategy
• Designing and operating people systems
• Ensuring HR operations (payroll, bene ts, compliance) are accurate and scalable

This is a hands-on leadership role. The individual is expected to operate as both a strategic partner and a direct executor to ensure:

• Hiring is consistent, high-quality, and predictable
• People systems are clearly de ned, documented, and adopted
• HR operations (payroll, bene ts, compliance) run without errors
• Leadership has visibility into hiring, performance, and workforce data
• The organization scales without breaking people systems

• Own end-to-end hiring across the organization, including sourcing, interviewing, and closing
• Define hiring plans, role scopes, and candidate profiles with leadership
• Build and enforce structured hiring processes, scorecards, and evaluation standards
• Implement and optimize ATS workflows and recruiting infrastructure
• Track and report on hiring performance (time to fill, quality of hire, pipeline health)

• Build and operate employee lifecycle systems (onboarding, performance, offboarding)
• Design and implement performance management and review processes
• Establish organizational frameworks (leveling, role clarity, career progression)
• Create and maintain SOPs and documentation across all people processes
• Ensure systems scale with company growth without adding unnecessary complexity

• Own payroll execution, ensuring accuracy and timeliness
• Manage benefits strategy and administration, including vendor selection and renewals
• Maintain HRIS data integrity and employee records
• Handle employee relations, including investigations and resolution
• Ensure consistent execution of onboarding documentation and employment agreements

• Ensure compliance with federal, state, and local employment laws
• Maintain and update employee handbook, policies, and internal controls
• Manage risk across hiring, terminations, compensation, and classification
• Partner with Legal and Finance on employment-related matters
• Maintain audit-ready HR processes and documentation

• Select, implement, and own the HR technology stack (ATS, HRIS, payroll, performance tools)
• Ensure systems are configured correctly and adopted across the organization
• Build reporting and dashboards to support leadership decisions
• Continuously improve systems to increase efficiency and visibility

• Partner with leadership on headcount planning and org design
• Support compensation strategy, benchmarking, and offer structuring
• Identify structural gaps and recommend solutions
• Align hiring and people systems with company growth goals

• Serve as a strategic partner to executive leadership on talent and organizational decisions
• Partner with Finance on headcount planning, budgeting, and compensation
• Enable managers to improve hiring, performance, and team effectiveness
• Establish credibility as the owner of people systems and decisions

• Operates as both a strategic leader and hands‑on executor
• Builds systems that are practical, scalable, and used
• Prioritizes speed and clarity over perfection
• Comfortable operating in ambiguity and evolving environments
• Takes full ownership of outcomes across talent and people operations
• Other Duties as Assigned

• 8+ years in Talent Acquisition, People Operations, or HR leadership
• Proven experience building recruiting and people systems from scratch
• Experience in early-stage or high-growth startup saas environments
• Demonstrated success sourcing and closing senior hires (VP+)
• Hands-on experience with ATS and HRIS implementation
• Strong ability to partner with executives on hiring and org design
• Data-driven and process-oriented with a bias toward execution
• Builder mindset prefers creating over maintaining systems
• Comfortable operating in fast‑paced, ambiguous environments
• Ability to work independently and collaborate in a remote work environment
• Detail oriented with strong work ethic
• Excellent Problem‑solving skills
• Exempli es values of Integrity, Learning, Resilience, Compassion, Self‑Awareness, Each Other
• Basic Professional communication skills, written and verbal
• Moderate to high comfort with technology including messaging, video conferencing, work ow, and database tools