Vice President, Human Resources

We are seeking an experienced, business-oriented Vice President of Human Resources to lead the people function  and serve as a member of the executive leadership team. Reporting to the CEO, the VP of HR will be a strategic advisor who ensures our organization, talent, capabilities, and culture stay aligned with the company’s strategy as it evolves, translating business priorities into practical workforce and people strategies.

The core challenge is a talent and organizational one: ensuring Supplier.io has the capabilities and talent to deliver on current objectives and future growth. This spans workforce planning, organization design, talent acquisition, leadership development, performance management, and succession, alongside broad ownership of compensation and benefits, employee relations, learning and development, engagement, and HR operations. The role balances strategic leadership with hands‑on execution in a dynamic B2B SaaS environment, and serves as a trusted advisor whose guidance helps leaders make sound decisions that balance the needs of the business and its people.

• Workforce Planning and Talent Strategy — Serve as the senior people advisor to the CEO and leadership team, building a disciplined workforce‑planning capability that assesses current capabilities against future needs and closes critical talent and skill gaps through hiring, development, and other solutions.
• Organizational Design and Change Leadership — Partner with leadership on organizational structure, spans and layers, role clarity, and operating‑model choices, and lead organizational change and workforce transitions in a way that is legally sound, respectful of employees, and protective of the company.
• Talent Acquisition and Onboarding — Own the talent acquisition strategy and an external network of high‑performing talent across B2B SaaS, technology, data, product, and go‑to‑market, and own an onboarding experience that ramps new hires quickly.
• Performance Management — Own the performance management philosophy and process, coaching managers to hold candid conversations, differentiate and reward strong performance, and address underperformance promptly.
• Learning, Development and Career Growth — Identify organizational capability gaps through training‑needs assessments and close them through the most effective mix of approaches, building a scalable path for career growth as the company evolves.
• Compensation and Benefits — Lead the annual compensation cycle and continue building the global compensation structure (job architecture, families, levels, and ranges); oversee competitive, cost‑effective benefits; and partner closely with the CFO.
• Culture, Engagement and Employee Relations — Steward a culture of transparency, integrity, and collaboration; monitor engagement and organizational health and translate feedback into action; and coach leaders through sensitive employee matters and investigations.
• HR Operations, Systems and Compliance — Own HR operations, payroll, benefits administration, and the HRIS strategy; maintain data integrity and legal compliance across our geographies; track the people metrics that matter; and partner with Finance on headcount and workforce cost.
• HR Team Leadership and Executive Contribution — Lead, coach, and develop the HR team and own the HR budget and people‑investment decisions; and, as a member of the executive leadership team, contribute to company strategy and decisions beyond HR.

• Significant, progressive HR leadership experience, including as the senior‑most HR leader or a senior HR executive with broad functional responsibility.
• Experience in a growth‑stage B2B SaaS, technology, or data environment, ideally start‑up,…