VP of People

Job Tag: Posted: August 25,2026 Salary: $187,000 Location: Downtown Minneapolis (hybrid, in-office Tuesday and Thursday) About The Company Our client is an established and growing media agency headquartered in downtown Minneapolis. With over 100 employees, this is a culture built on the belief that its people are its greatest competitive advantage. They’re looking for a VP of People to lead their people strategy through its next chapter. The Role As a member of the leadership team, the VP of People will own the full employee experience, from talent acquisition and development to culture, engagement, organizational structure, and the systems that let both people and business thrive. Reporting to the co-president overseeing operations, finance, HR, and legal, and partnering in equal day-to-day capacity with the co-president overseeing client delivery, this is not a caretaker HR role: the company is looking for a strategic, hands-on people leader with real executive presence, someone who will bring rigor and intentionality to how they invest in their people, guide the organization through cultural and change-management moments as it grows, and build the programs that have been missing, not just maintain the status quo. Responsibilities Culture and Engagement -Turn engagement survey results into action; lead culture and recognition initiatives -Lead change management as the organization grows and scales, while protecting culture and morale HR Business Partnering & Employee Relations -Serve as the trusted advisor managers and employees turn to for coaching, policy guidance, and conflict resolution -Lead employee relations matters with fairness and discretion; keep policies current and compliant Talent Acquisition & Recruiting Strategy -Own end-to-end hiring: sourcing, interviewing, offers, and onboarding -Build an employer brand that attracts great candidates; partner with hiring managers on role requirements and interview process Performance Management -Oversee the full performance review cycle: goal-setting, calibration, and promotions, alongside people managers Learning & Development / Talent Management -Build training, leadership development, and succession plans -Support clear, motivating career paths HR Strategy & Business Alignment -Translate business goals into HR strategy; act as a strategic advisor to the leadership team -Own the HR budget, systems, and reporting on key people metrics -Lead change management and cultural integration as the organization grows and combines teams -Serve as liaison between the DEIB function and leadership (shared ownership across the leadership team, not sole ownership) -Reinstate and lead manager-development programming (new manager training, feedback and 1:1 skills) -Partner with the Finance team on Total Rewards, Compliance & Risk, and HR Operations/HRIS, which are managed within Finance with a dotted line into this role -Navigate HR considerations across a multi-state employee base, partnering with outside employment counsel as needed Desired Skills And Experience 15+ years of progressive HR experience, including leading the HR function or a significant part of it -Exceptional communication and coaching skills, with the ability to influence at all levels of the organization -Proven experience across the full HR spectrum: talent acquisition, employee relations, performance management, L&D, culture, and org design -A track record of building HR programs and infrastructure from the ground up, or scaling them through growth -Strong business acumen and the ability to connect people strategy to company strategy and outcomes -Excellent judgment, discretion, and composure when handling sensitive employee matters and investigations -Experience partnering directly with executive leadership -Working knowledge of employment law and HR compliance, and comfort partnering with outside counsel on complex matters -Experience managing and developing an HR team -Experience operating in a multi-state employee environment