Vice President Human Resources

About PeopleOps Jobs We started PeopleOps Jobs (https://peopleopsjobs.io) to help companies that care about HR find the right people in the HR and People Operations world. -- About the role The position is at a tech company. We need a builder to lead People at a public, remote-first company growing through the 500-1000 employee range while expanding internationally. You'll design the systems that make us a great place to work without an office doing that work for us — engagement, culture, communications, retention, succession, and manager development — while leading a small HR Operations and strategic HRBP team to make it happen. This is not a maintenance role. The operational foundation is already established; you'll build the next layer on top of it alongside your team, incorporating AI agents into how the work gets done. If your first instinct is to scope a vendor and create a project plan, or step away for six weeks and return with a presentation, this likely isn't the right fit. If your instinct is to open a document, bring your team into the process, and start building the first version together, keep reading. Responsibilities Build Making our company an even stronger place to work without relying on an office to create those connections. That means intentionally designing connection, belonging, and collaboration into how the company operates rather than expecting them to happen naturally.Engagement as a leader-owned practice focused on outcomes, not a survey followed by silence. People want to understand how their work contributes to the company's direction. You build the system that makes that connection tangible.Strategic employee and leader communications: a consistent rhythm that provides visibility into the strategy, reinforces the same message each quarter, and ensures information reaches every geography and time zone.Culture as an intentional design outcome. We are remote-first, growing internationally, and scaling quickly. Connection, recognition, and belonging no longer happen automatically at this stage. If we do not intentionally design them, distance will shape them for us. Onboarding, team rituals, and the limited in-person gatherings each year are designed and budgeted with the same care as any other important initiative.Remote working excellence: one company across many geographies. Consistent expectations, development opportunities, and representation in the room regardless of where someone works. Offshore is where we hire, not a separate employee tier.Retention and succession: identifying potential retention risks before people leave, developing talent pipelines for critical roles, and ensuring we are not left with an unfillable gap after a resignation.A learning organization: rebuilding manager capability for distributed teams, enabling internal mobility and cross-functional opportunities, and creating development practices that work even during demanding business periods. What it means to be a manager at our company is evolving as spans increase, AI transforms teams, and managers have fewer opportunities to see their people in person. You redefine those expectations.Partner with our AI Transformation Leader on how AI impacts work design, job architecture, and team structures across the organization. Own You will lead a small, high-impact HR Operations and strategic HRBP team. The operational foundation is already established. You will inherit it, ensure it remains effective and well-maintained, and evolve it as we continue expanding internationally. Qualifications Required You have managed teams and operations outside the United States. EOR or owned entities both count. What matters is that you have firsthand experience managing the realities of employing people in other countries, rather than simply having theoretical knowledge. We are expanding internationally and the pace is accelerating.You have helped scale a company through roughly this stage — somewhere in the 500-1000 range, with international expansion occurring along the way. You understand what tends to break. We are building critical AI infrastructure, expanding globally, and the strategy is to achieve greater output per person through a more distributed and AI-enabled workforce.You are a builder who works with people, not around them. You have created frameworks, led sessions, and built solutions yourself — recently and hands-on — while bringing your team along throughout the process. You develop people through meaningful work rather than separately from it.You use AI agents as part of your daily work. This is a requirement, not simply a preference. We are 250+ people on Claude Enterprise, and our managers will be leading blended human and agent teams in 2027.You lead a team while remaining close enough to the work to recognize when the quality is right.You care about making a company a great place to work and understand how to create that experience for people distributed across different geographies, time zones, and cultures. Benefits Competitive compensation and equity packageFull benefits including medical, dental, vision, and 401(k) with matchingRSU grants for full-time employeesESPP programFlexible vacation policyMaternity & paternity leaveMacBook to use for work, plus a generous stipend to personalize your workstationChildcare bonus (human children only)Fertility treatment and supportLearning & development programCommuter benefitsA collaborative and transparent culture that supports a healthy work-life balance Pay: $210k to $230k annually.