Who we're looking for?We're looking for a strategic and experienced HR leader to shape and scale Rover's employee experience and culture strategy. This role will report to the VP of People & Culture, and own numerous key people team functions including Global HR Business Partnership, Employee Relations, Employee Experience & Inclusion, Learning & Development, Workplace Experience, and Enterprise People Programs.
As a key member of the Company's leadership team, you will help foster a high-performing, inclusive, and values-driven culture where employees can succeed and do their best work. You will partner closely with executives and leaders across the business to strengthen organizational effectiveness, employee engagement, and workforce planning, while serving as Rover's senior advisor on complex employee relations and employment matters.
Key Responsibilities- Drive enterprise people strategies, programs, and decisions that strengthen organizational effectiveness and business performance.
- Manage the Director of International HR and functional HR Business Partners while leading the global Employee Relations and Enterprise Talent Management functions.
- Manage the Director of Inclusion & Employee Experience while leading the global Employee Experience & Inclusion, Learning & Development, and Workplace Experience functions.
- Partner with executives on workforce planning, organizational design, leadership effectiveness, and change management.
- Provide expert guidance on complex employee relations matters, workplace investigations, performance issues, organizational change, and employment law, in partnership with our Legal team.
- Partner with Legal and business leaders to manage employment risk and ensure compliance across all regions where Rover operates.
- Lead enterprise-wide programs that strengthen engagement, belonging, and workplace culture.
- Leverage employee feedback, workforce data, and technology to identify opportunities and drive continuous improvement.
- Champion modern, technology-enabled People practices, including the thoughtful adoption of AI tools and innovative ways of working.
- Build, coach, and develop high-performing leaders and teams.
What We're Looking For- 12+ years of progressive HR and People leadership experience.
- Significant experience leading HR Business Partner teams and employee relations functions in a complex, multi-state and/or global organization.
- Experience leading multiple People functions, including employee experience, learning and development, organizational effectiveness, or talent programs.
- Deep expertise in employee relations, employment law, workplace investigations, and organizational change.
- Proven ability to influence executives and translate business strategy into people priorities.
- Experience leading leaders and building high-performing teams.
- Strong business acumen, organizational effectiveness, and change management capabilities.
- Demonstrated ability to leverage data, technology, and AI-enabled tools to improve employee and organizational outcomes.
- Excellent communication, relationship-building, and leadership skills.
Benefits of Working at Rover- Competitive compensation
- 401k match
- Long-term incentive plan with a company performance-based cash payout
- Flexible PTO
- Competitive benefits package, including medical, dental, and vision insurance
- Commuter benefits
- Bring your dog to work (and unlimited puppy time)
- Pet benefits, including $1,000 toward bringing home a new dog or cat
- Stocked fridges, coffee, soda, and lots of treats (for humans and dogs) and free catered lunches monthly
- Regular team activities performed in-person and virtually
CompensationThe first-year salary range is $180,483 - $243,652 with a 20% annual bonus. Additionally, Rover offers bonus eligibility, a long-term incentive plan, and a comprehensive benefits package for full-time employees.
The cash compensation offered for this role will be dependent on the candidate's experience, qualifications, skills, and abilities as demonstrated in the interview and hiring process.
