Vice President Human Resources

About PeopleOps Jobs We started PeopleOps Jobs (https://peopleopsjobs.io) to help companies that care about HR find the right people in the HR and People Operations world. -- About the role The position is at a tech company. We are seeking an outstanding VP of People Operations with a clear understanding of excellence gained through hands-on experience building successful People functions. We are looking for an accomplished People leader who has a proven track record of developing, scaling, and transforming People organizations and is eager to take on that challenge again with an even stronger approach. Reporting directly to the Chief People Officer, you will act as a trusted strategic partner and play a significant role in shaping the future of our People organization. We seek a leader with the experience and judgment to guide the organization today, combined with the ambition and curiosity to expand into broader enterprise leadership and potentially progress toward a future Chief People Officer position.

Responsibilities

People Strategy & Executive Partnership Collaborate closely with the CPO to convert business objectives into practical People strategies that enhance organizational effectiveness, strengthen talent capabilities, and improve business performance. Act as a trusted advisor to executive and functional leaders, providing informed insights, sound judgment, and data-backed recommendations on workforce planning, talent management, organizational effectiveness, and people-related business challenges. Lead the Quarterly ELT Talent and Organizational Business Review, working alongside Talent Acquisition and HRBP leadership to provide valuable insights, identify organizational risks, and recommend appropriate actions. Anticipate emerging talent and organizational challenges, proactively presenting clear recommendations, business implications, potential risks, and proposed solutions rather than merely reporting on ongoing activities. Develop strong cross-functional partnerships and influence organizational decisions while balancing employee needs, business objectives, and long-term organizational sustainability. Strategic Execution & Operational Excellence Own the People Operations strategy and operating model, developing scalable systems, processes, governance structures, and operating routines that enable the function to perform reliably and efficiently. Identify opportunities to strengthen organizational effectiveness, improve operational efficiency, and enhance the employee experience, turning findings into practical initiatives. Lead complex strategic projects from initial concept through completion, including business case preparation, detailed project planning, stakeholder alignment, implementation, change management, and performance measurement. Drive continuous improvement and AI transformation throughout the organization, demonstrating strong AI proficiency and a commitment to encouraging adoption. Lead AI education, training, and upskilling programs while using AI, automation, and data to modernize workflows, increase efficiency, and maximize business value. Establish a structured operating rhythm with defined priorities, clear accountability, executive review points, and measurable results, shifting the People organization from reactive problem-solving toward proactive strategic execution. Champion ongoing improvements across People Operations by reassessing existing processes and applying AI, automation, analytics, and technology to streamline workflows, enhance quality, and strengthen organizational impact. Define performance indicators and accountability standards across People Operations, ensuring initiatives achieve meaningful results, encourage lasting adoption, and support continuous improvement. People Operations, Talent & Organizational Effectiveness Provide strategic direction and accountability for HR Operations, HR Business Partners, employee lifecycle programs, People systems, data governance, and operational compliance, enabling functional leaders and team members to manage daily responsibilities effectively. Develop and expand a strategic HRBP operating model that establishes HR Business Partners as proactive advisors to business leaders, aligning talent strategies with organizational priorities and measurable business results. Lead through the team to implement effective performance management, talent calibration, succession planning, leadership development, and employee experience initiatives. Partner with the CPO and Finance on compensation strategy, workforce planning, and organizational design, delivering insights, recommendations, and implementation strategies that advance business objectives. Ensure the People organization provides reliable, relevant workforce data and analytics, using insights to recognize patterns, anticipate potential risks, and support informed decision-making. Work with leaders to identify and resolve underlying barriers to organizational effectiveness, including leadership capabilities, accountability, communication, and employee engagement. Provide senior-level direction on complex employee relations issues and organizational changes, ensuring decisions demonstrate sound judgment, consistency, legal awareness, and alignment with Pindrop's values. People Leadership, Culture & Team Development Lead and develop a high-performing People team, fostering a culture built on trust, accountability, collaboration, continuous learning, and exceptional service to the business. Prioritize the professional growth of direct reports by providing coaching, constructive feedback, challenging assignments, and deliberate career development opportunities. Lead through empowerment rather than excessive oversight, establishing clear expectations, decision-making authority, and accountability while giving team members the independence and support needed to succeed. Strengthen leadership capabilities and succession planning within the People organization, developing professionals who can work independently, think strategically, and assume increasingly complex responsibilities. Maintain high standards for work quality, execution, and accountability, ensuring the team understands both its objectives and the business value of its contributions. Foster an environment where team members feel comfortable questioning assumptions, sharing recommendations, learning from setbacks, and taking responsibility for outcomes. Demonstrate a people-focused, commercially minded leadership style grounded in empathy, integrity, resilience, sound judgment, and the confidence to make challenging decisions when required. Qualifications 15+ years of progressive People/HR experience, including senior leadership responsibilities across multiple HR disciplines. Previous VP-level experience or equivalent responsibility is strongly preferred, along with a consistent employment history and multiple instances of at least three years of sustained tenure over the past decade. A proven track record of building, scaling, and transforming People teams, operating models, and programs within high-growth technology companies or similarly fast-paced organizations. Demonstrated ability to independently manage complex, cross-functional initiatives from strategic planning through execution, adoption, and measurable business results. Strong AI proficiency and practical experience applying AI to improve business performance, with a proven ability to encourage adoption, develop organizational capabilities, and lead AI education, training, and upskilling programs. A demonstrated ability to establish high-performing teams, cultivate future leaders, and empower direct reports through coaching, delegation, and accountability. Strong executive presence, commercial awareness, and organizational judgment, with the ability to influence senior stakeholders, challenge ideas constructively, and translate People insights into actionable business strategies. Experience using People technology, workforce analytics, AI, and automation to enhance operational efficiency, scalability, and organizational performance.

Benefits

Unlimited Paid Time Off (PTO) Competitive compensation package, including RSUs (Restricted Stock Units) for all employees, so everyone shares in our long-term success. Remote-first environment - giving you flexibility and autonomy in how you structure your day. While we work flexibly, we prioritize meaningful in-person moments through regular team on-sites, company-wide events, and intentional gatherings that foster connection, collaboration, and shared success. Generous health and welfare plans to choose from - including one employer-paid “employee-only” plan! Best-in-class Health Savings Account (HSA) employer contribution Low-cost vision and dental plans for you and your family, providing comprehensive coverage and peace of mind. Paid Parental Leave - Including birth, adoptive & foster parents One year of diaper delivery for your newest addition to the family! It’s our way of welcoming new Pindroplets to the family! Recurring monthly phone and internet allowance to help cover essential connectivity costs and support flexible work. Enhanced fertility and GLP-1 benefits to support family-building journeys and personalized health needs. Annual Learning & Development stipend to support your professional growth, skill-building, certifications, and continued education. Pay: $240k to $285k annually.