Vice President of Human Resources

Role Overview

• Develop and execute the people strategy and its implementation, acting as a trusted advisor and coach to the Portfolio Manager, BU CEOs, and the Dorado senior leadership team to support and improve their approach to people management and development
• Partner with BU CEOs and management teams to establish the people function as a shared resource that adds value without introducing centralized bureaucracy
• Be the leader who is sought after for advice and counsel on people, cultural, and organizational issues across the portfolio
• Define and lead the AI transformation roadmap for the People function, identifying opportunities to deploy AI tools, agents, and automation across HR operations, talent management, and employee experience
• Champion the adoption of AI-powered tools and platforms across the portfolio, partnering with BU leadership to embed AI into workforce planning, performance analytics, and decision-making
• Lead the integration of AI into career development frameworks, ensuring career paths, competency models, and succession plans reflect the evolving capabilities required in an AI-augmented workplace
• Establish governance and ethical guidelines for the use of AI in people processes, including hiring, performance evaluation, and employee communications
• Lead organizational design for growth, including sales territories, segments, incentive structures, and go-to-market team restructuring
• Drive AI readiness and future-of-work initiatives across the portfolio, ensuring teams are equipped with the tools and skills to work alongside AI
• Develop and execute change management strategies that position Dorado as a destination for top talent
• Collaborate with M&A leaders to address key people-related issues during acquisitions, including due diligence, job mapping, cultural integration, and change communications
• Collaborate with cross-functional leadership teams such as Operations, IT, Finance, and Legal to execute seamless integration across global entities
• Build repeatable M&A people playbooks that scale with Constellation’s acquisition pace
• Own the compensation philosophy and architecture for the portfolio
• Design and deliver a multi-year plan to harmonize compensation (base and bonus) against standard benchmarks, linked to the role banding framework
• Consistently benchmark compensation and benefits offerings, ensuring that the BUs remain competitive and in a strong position to both attract and retain top talent
• Proactively research creative ways to reward and recognize staff including non-monetary compensation
• Drive talent management processes across the portfolio, and coach managers and staff on the process and its value
• Ensure that strong succession plans are in place across Dorado and partner with people managers to ensure successor readiness
• Integrate AI literacy and digital fluency into talent development programs and leadership competency models, ensuring career paths reflect the skills required in an AI-enabled organization
• Promote learning and development, ensuring training needs are being proactively addressed by both staff and management
• Lead, coach, and develop the Director of People Operations and oversee the broader People team
• Set clear standards for execution quality, communication, and accountability
• Build the team’s capability to scale with the portfolio’s growth and M&A activity
• Design and deliver strategic employee engagement initiatives and projects which effectively address people issues and support an excellent employee experience, and coach management and staff to drive towards this at all times
• Foster a culture of belonging, high performance, and brand ambassadorship across all BUs
• Provide useful HR insights and key people operational metrics on a regular and ad hoc basis to portfolio and BU leadership
• Develop and direct talent acquisition strategies, guiding BU leadership and external recruiters to fill critical roles, leading the recruitment, assessment, and management of key hires
• Build a strong employer brand and employee value proposition which positions our BUs as employers of choice
• Continuously improve policies and procedures to ensure that they are robust, easy to understand and aligned with market offerings
• Ensure compliance to HR policies and procedures via coaching and training and addressing non-compliance promptly
• Proactively partner with managers to ensure employee relations issues are addressed
• Coach line managers on risk of actions, communications, and build confidence in participation in difficult conversations and potential disputes
• Engage local counsel as needed to ensure employee relation matters are handled in compliance with jurisdiction-specific employment law
• Oversee relationships with third-party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring compliance, employee experience, and cost-effectiveness
• Leverage AI-powered dashboards and analytics to deliver real-time people insights to portfolio and BU leadership
• Use predictive analytics and AI models to identify trends in attrition, engagement, and workforce planning
• Travel to offices and offsites in other international locations to provide HR support as necessary or attend events

Requirements

• 5+ years of progressive HR leadership experience, with at least 5 years in a VP or Head of People role, within growing, acquisitive, global, and complex organizations.
• Direct experience in enterprise software or SaaS companies.
• Track record of leading people strategy through M&A integration, organizational redesign, and rapid scaling.
• Experience operating across multiple global entities or business units in a portfolio, multi-BU, or holding company structure, or something closely analogous.
• Proven ability to build compensation frameworks, banding structures, and harmonization plans from scratch.
• Demonstrated success operating in remote-first, globally distributed environments across North America, South America, EMEA, and APAC.
• Strong executive presence, with experience partnering with and coaching C-suite leaders and credibility in board-level conversations.
• Player-coach mentality, willing to be in the details during the buildout phase, not just set direction.
• Experience implementing or championing AI tools and automation within HR or People functions.
• Experience within highly acquisitive organizations (PE-backed portfolios, Constellation Software operating groups, or similar) is preferred.
• CHRL, SHRM-SCP, or equivalent designation is preferred.
• Experience with BambooHR, Pinpoint, Lattice, or similar People tech stack is preferred.
• Experience with SharePoint or similar content management and collaboration platforms is preferred.
• Familiarity with global employment law and compliance is preferred.