Vice President, People Operations

Role Overview

• Own all HR operations, including onboarding/offboarding, I-9s, employment documentation, and policy administration — ensuring compliance across a fully remote, distributed workforce
• Oversee the Talent Acquisition function, removing roadblocks and working closely with Finance and department leads to support high-quality hiring across functions
• Drive hiring strategy, compensation benchmarking, and a clear compensation philosophy that enables high performance and fosters engagement
• Serve as the go-to person for complex employee relations matters, performance management, and leadership coaching
• Utilize systems and own the strategy to promote clear performance expectations, career paths, and accountability to help people grow in a scaling environment
• Own engagement and pulse survey strategy, translating insights into meaningful initiatives that impact overall employee engagement and satisfaction
• Lead all aspects of employee offboarding and terminations, including termination conversations, severance delivery, exit interviews, CIIA and key custodian agreement execution, and offboarding communications
• Administer and evaluate employee benefits programs, including vendor relationships and annual enrollment cycles, with a focus on alignment to employee needs and company values
• Act as project manager for two bi-annual all-company offsites and the annual Swoogo Society incentive trip for top performers, coordinating external planners, vendors, logistics, and communications
• Facilitate weekly all-company touchpoints, including the company huddle, ensuring remote employees stay informed and engaged
• Manage employee recognition programs, including performance-based awards (e.g. MVP and Quota Crusher) and milestone recognition
• Maintain and evolve the company org structure documentation to ensure transparency and cross-functional alignment
• Serve as a strategic advisor to the executive team on org design, headcount planning, total rewards, and people strategy
• Build and develop a growing People team
• Partner cross-functionally with Finance, Legal, and department leads to align people strategy with business goals

Requirements

• 8–15+ years of progressive HR/People leadership experience and a Bachelor’s Degree in Human Resources, business or a related field
• Experience supporting companies through scaleup stages (100–500+ employees)
• Proven ability to operate across the full HR spectrum, from administrative fundamentals to board-level people strategy
• Experience with talent acquisition teams and full-cycle recruiting and compensation design
• Employee relations, performance management, and manager development
• Hands-on experience managing terminations and severance processes, including legal documentation and sensitive communications
• Benefits administration, including vendor management and open enrollment
• Experience with large-scale company events, offsites, or culture programs
• Strong EQ, communication skills, and trust-building ability across all levels of an organization.

Benefits

• Competitive salary
• Flexible working hours
• Professional development opportunities
• Remote work options