SVP, People Operations

Role Overview

• Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation.
• Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change.
• Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets.
• Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management.
• Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership.
• Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness.
• Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk.
• Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability.
• Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel.
• Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals.
• Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce.
• Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters.
• Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career.
• Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.

Requirements

• Bachelor’s degree in Human Resources, Business, or a related field.
• 10+ years of progressive HR leadership experience in a rapidly changing, growth-oriented, and performance-driven environment.
• Demonstrated experience setting strategic direction for the HR function and serving as a trusted advisor and confidant to senior leaders.
• Proven success operating both strategically and tactically; able to architect a vision and personally execute against it.
• Deep experience influencing across a complex, cross-functional organization, including building productive relationships with all stakeholders.
• Strong business acumen and commercial fluency
• a working knowledge of how strategies translate into results, and how People decisions impact the bottom line.
• Track record of building trust at scale
• with executives, managers, and individual contributors—through consistency, transparency, and sound judgment.
• Demonstrated ability to manage the People Operations budget and other key financial measures of the function.
• Advanced proficiency with technology; comfort with modern HRIS, ATS, people analytics and Ai tools.
• Experience leading the people workstream in M&A diligence and integration is strongly preferred.

Benefits

• 100% company-paid health, dental, and vision coverage
• Company-paid life insurance, short-term, and long-term disability
• Unlimited paid time off
• we trust your discretion
• Opportunities for profit sharing, bonuses, and ownership
• 401k plan
• Cell phone reimbursement