People and Talent

Summary

Join Very Good Ventures as their Executive Vice President of People & Talent, a key role reporting directly to the CEO. You will spearhead the global people strategy, leading a remote team and overseeing all aspects of the employee lifecycle, from talent acquisition to culture building. This position demands a strong business acumen and deep understanding of employee engagement in a client services environment. You will build an elite company culture among a fully remote, diverse team, designing for the unique needs of various employee types. Success requires a bias for action, experience in all HR facets, and exceptional relationship-building skills. This is an exciting opportunity for someone passionate about the complexities of a fully distributed, global, and fast-growing business.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Employment Law, or a related field required
• Minimum of 10 years of progressive HR experience, with at least 3 years in a senior leadership role (e.g., VP of HR, Head of People & Talent, CPO)
• Proven track record of leading elite high performance, high engagement cultures with high employee satisfaction scores
• Experience leading People functions for companies with a fully remote global workforce
• Knowledge and comfort navigating complex legal requirements and cultural differences across US, LATAM, and EU
• Experience building and evolving a People function at high-growth, rapidly changing companies
• Experience working in technology and with engineering-heavy teams
• Leadership experience in a professional services organization
• Proven experience developing and implementing HR strategies that drive business results
• Proven ability to leverage technology and automation to maximize People team effectiveness and drive a better employee experience
• Deep generalist background
• Direct management experience of large, complex People and Talent teams with demonstrated effectiveness, leadership, and team satisfaction
• Exceptional leadership, communication, and interpersonal skills
• Extremely detail-oriented, data-driven, and accountable
• Strong prioritization and focus skills to ensure clarity and action for highest impact activities
• Ability to build strong relationships and influence stakeholders at all levels of the organization
• Ability to be collaborative, empathetic, high-EQ while also being clear, decisive, direct, and impartial
• Ability to align our people culture — via manager guidance and support — with the skills, attitudes and cultural needs of our clients and the objectives of the business
• Strong analytical and problem-solving abilities
• Deep understanding of HR best practices and employment law
• Ability to look at issues from multiple perspectives
• Proficiency in HRIS systems (e.g., Rippling), EOR tools (e.g., Remote.com) and other HR technology
• Excellent presentation and internal communication leadership skills
• High level of integrity and ability to maintain confidentiality
• Strong technology bias and acumen (e.g., AI), both personally and in terms of leading team usage and capability

Responsibilities

• Act as a trusted member of the executive leadership team, providing direction and leadership on People matters and contributing to overall business decision-making
• Translate business needs into HR priorities, HR strategies, and initiatives with clear, actionable plans aligned with overall business strategy
• Own business outcomes influence through People & Talent, particularly aligning talent strategy to growth vectors, client success, and key business metrics (e.g., revenue-per-employee improvement, reducing time-to-productivity, minimized lost revenue from unstaffed client roles, driving margin improvement via team structure, etc.)
• Perform quarterly scenario planning and modeling based on future skills and services shifts
• Lead organizational design and change management initiatives to support business growth and transformation, aligned with multi-year growth goals
• Lead with data using people analytics to drive decisions, from hiring velocity to attrition drivers to cost-of-talent impact on delivery unit economics
• Own, in collaboration with other executives and leaders, a robust global talent strategy that provides clarity and direction around team skill gaps to meet emerging opportunities, region talent expansion priorities, hiring strategies to align talent and resource availability with program needs, and hiring strategies
• Oversee the full talent lifecycle, including workforce planning, recruitment, onboarding, performance management, career development, and succession planning
• Develop and implement innovative talent acquisition strategies to attract top-tier talent, including developing and maintaining a high velocity pipeline for both full-time and contractor hires
• Build a culture of high performance by establishing and maintaining robust performance management systems that create clarity, alignment, and accountability
• Champion employee retention strategies and foster a positive, inclusive, and engaging work environment
• Define and actively communicate expectations and advancement paths at all levels of the organization
• Identify organizational development needs and implement programs to enhance employee capabilities, leadership effectiveness, and overall organizational performance
• Coach, upskill, and implement programs for managers and people leaders regarding organizational effectiveness, leadership, and management skills
• Oversee the design and delivery of learning and development programs, including leadership development, skill enhancement, and compliance training
• Create scalable systems of learning and development utilizing technology and well managed content to ensure initiatives grow with the growing team
• Own a high quality and robust employee complete employee experience process, including an onboarding program that aligns all new joiners with VGV’s mission, values, and objectives and accelerates deep understanding of standards and best practices of the team they are joining
• Own the company’s core values, in collaboration with the executive team, and execute frequent and consistent communication and initiatives to ensure understanding and alignment actions are appropriately defined and executed, and all aspects of the process are clearly communicated
• Codify and operationalize how decisions are made, how people lead, how feedback is given, and accountability into team culture
• Provide expert guidance on employee engagement issues, taking an active role in conflict resolution and problem-solving of critical employee concerns
• Design, implement, and manage a competitive global compensation and benefits programs that attract and retain top talent while ensuring internal equity and external competitiveness
• Conduct market analysis to ensure compensation and benefits programs are data driven, equitable, and aligned with industry standards
• Aggressively pursue and optimize the best possible benefits (e.g., insurance) that are available to the team based on the size and resources of the company
• Ensure parity of compensation, benefits, and experience among our global population, and a high level of understanding of strategies and policies among the employee population
• Oversee all HR operations, including HRIS management, payroll coordination, and HR data analytics
• Optimize, automate, and simplify HR systems for a cleaner employee and HR-team experience
• Leverage HR technology to improve efficiency, provide data-driven insights, and enhance the employee experience
• Develop and maintain global HR policies and procedures
• Build a tech-forward People team that uses technology and AI for insights, content, coaching, service delivery, efficiency, and enhanced employee experience
• Lead, mentor, and develop a high-performing People and Talent team
• Foster a collaborative and supportive environment within the People team
• Empower and grow team members by being a strong delegator of complex, strategy, and cross-functional projects
• Manage HR budget and optimize HR spending
• Set the right example of how to show up and live VGV’s core values to the full team as an executive presence

Preferred Qualifications

Advanced degree (MBA, MA in HR or business) is preferred

Benefits

• Subsidized health insurance, dental, and vision coverage
• Potential to earn equity in an early stage high-growth company
• Flexible PTO and company holidays
• 12 -16 weeks universal fully paid family leave
• 401k retirement savings plan with matching employer contribution
• HSA with employer contribution
• Working with a talented, global team on cutting edge projects with well-known clients