VP of People

About the role

This is a strategic partner role to the founder. You will design and operationalize the People systems that make this company structurally different from most others.

Responsibilities

• People Strategy Across the Combined Organization

• Set and execute the People agenda for Seeking, STNDRDS, and Standards.
• Every initiative connects to a measurable outcome.
• Own org design, workforce planning, and visibility into org health, team dynamics, and manager effectiveness.

• Operating Model and Leverage

• Redesign hiring bars to screen for the 'always ask' mindset.
• Rebuild onboarding as a cultural install.
• Reward leverage over volume in performance systems.
• Anchor annual planning in outcomes, not headcount.
• Build honest, dignified off-ramps for people who cannot make the shift.
• Model the behavior in the People function itself: run it lean and leveraged.

• Selection Design and Structural Design

• Filter for mission-first, performance-driven, leverage-minded operators.
• Design and launch a manager development program grounded in the framework: leader as gardener, evaluated on the conditions they create rather than the outcomes they extract.

• The Value Creator System, Operationalized

• Help design and run the mechanics that turn the model from document to practice.
• Value-points measurement (how contribution to revenue, margin, and strategic outcomes gets scored).
• Profit share allocation and vesting.
• Trust-holdings model.

• Compensation Architecture

• Own the compensation model for the combined organization.
• Design and defend the base pay structure, benefits, and the profit share design and rollout.

• Performance Philosophy and Feedback

• Design continuous, lightweight feedback close to the work.
• Observation framed as observation and not verdict.
• Inputs measured alongside outputs.
• Growth as the metric rather than position in a hierarchy of judgment.

• Manager Excellence

• Build a manager excellence program grounded in the framework.

• Talent Development

• Own the full lifecycle from acceptance through departure.
• Complete and scale onboarding.
• Build stay interviews, career conversations, internal mobility, and offboarding that treat exit as dignified.
• Build the learning philosophy, career path frameworks, succession planning foundation, and the Associates Program for early-career talent.

• Distributed Operating Model

• Own the systems that make a remote-plus-Vegas company work.

• Employer Brand and Recruiting

• Partner with Talent Acquisition to attract the right people at scale.
• Shape how the combined organization presents itself.
• Ensure recruiting processes and candidate experience reflect what this company actually is.

• Team Leadership

• Lead and grow a small People team.
• Make the case for future hires (HR Coordinator and Training & Development Partner) and make those hires with the same rigor you expect from every hiring manager.
• Model the management standards you are asking the rest of the company to build.

Requirements

• Required

• 8+ years of progressive People or HR leadership, including 3+ years at Director or Head-of-People level.
• Built People systems from scratch in startup or high-growth environments, not inherited finished programs.
• Deep expertise across compensation design, performance philosophy, talent development, org design, and employee lifecycle.
• Designed and launched a manager development program, not just training sessions.
• Strong analytical capability and executive presence in a founder-led environment.
• Active AI proficiency plus a considered view of what AI-native actually means for how work is designed.
• Distributed workforce experience at scale.
• Bachelor's degree in Human Resources, Business, Psychology, or a related field.

• Preferred

• Master's or doctoral training in Organizational Psychology, Industrial-Organizational Psychology, or behavioral science.
• Experience designing compensation models that include profit share or other outcome-based structures.
• Experience in technology, high-growth, or premium consumer environments.

Qualifications

• Required

• Bachelor's degree in Human Resources, Business, Psychology, or a related field.

• Preferred

• Master's or doctoral training in Organizational Psychology, Industrial-Organizational Psychology, or behavioral science.

Compensation

Base is $160,000 to $250,000, commensurate with experience. This is the floor, not the ceiling.

Salary covers the present. Profit share rewards demonstrated repeatable value. If you deliver, total compensation is significantly larger than the base. If you do not, you are still paid a good salary for good work. That trade is deliberate. It is the same trade we ask every value creator in this company to accept.

Full benefits include health, dental, and vision insurance, 401(k), generous PTO, and a fully remote environment.