Vice President - People & Culture
$175,000–$225,000 year
RemoteUnited States
United StatesRemotePart Time$175,000–$225,000 yearSenior LevelSmall
Part TimeSenior LevelSmall
Job Summary
Strengthen hiring quality, performance management, and employee relations while partnering with the CEO on organizational design and leadership capability. Build scalable People infrastructure including SOPs, workflows, and training to drive adoption across managers in a lean, virtual environment. Provide experienced judgment on workplace risk, legal escalation, and compensation decisions to support business growth without unnecessary bureaucracy. Lead the People & Culture team across talent acquisition, learning, and operations to establish clear operating discipline.
Required Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field
- Minimum 12 years of progressive People, Human Resources, Talent, or Organizational Effectiveness experience
- Senior leadership experience across recruiting, performance management, employee relations, manager coaching, People operations, change implementation, and executive partnership
- Prior experience building or maturing People infrastructure in an organization transitioning from informal, founder-led, or lightly structured practices toward clearer systems, scalable processes, decision rights, manager accountability, and operating discipline
- Demonstrated experience advising CEOs, founders, presidents, or executive teams on talent, organizational design, manager effectiveness, performance accountability, employee relations risk, leadership capability, and culture
- Demonstrated experience driving adoption of People programs across managers and leaders, not only designing programs or maintaining existing processes
- Experience in a lean, high-growth, virtual, financial services, fintech, lending, or operationally complex environment
Desired Qualifications
- Master's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field
- Experience helping scale a company from approximately 100 employees toward several hundred employees
- Talent acquisition strategy and recruiting lifecycle management
- Executive and critical-role hiring assessment
- Structured interview design and candidate evaluation methodology
- Performance management program design, rollout, and administration
- KPI/OKR framework development, scoring methodology, and performance calibration
- Manager coaching, corrective action, and performance improvement planning
- Employee relations investigations and workplace risk assessment
- Employment law fundamentals and legal escalation judgment
- Compensation, benefits, payroll, and compliance oversight
- HRIS administration and workflow governance, preferably BambooHR
- People analytics, reporting, and workforce metrics
- Policy governance, documentation standards, SOP development, and change management
- Organizational design, role clarity, decision rights, and workforce planning
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