The OpportunityDomainTools is seeking a strategic and hands-on VP of People Operations to scale our organization as we enter our next phase of growth. Reporting directly to the CFO, you will architect our People operations strategy, serving as a trusted and critical advisor to the executive team on organizational design, fiscal stewardship, and M&A integration. In this role, you will be both the architect and the builder, you will set the strategic direction for our People function while staying closely connected to the business working directly alongside your team to execute core operational programs and solve complex challenges in real time. You will lead a highly capable team including an HR Manager, HR Generalist, Culture Ambassador/Office Manager, and an offshore Recruiter.
What You'll DoYou have a deep passion for creating a work environment that empowers employees to be highly engaged and do their best work. Your core responsibilities will include:
- Hiring & Talent Strategy: Own and drive the recruiting and hiring strategy end to end - from workforce planning and organizational design (domestic vs. offshore talent models, AI's impact on structure and skills, succession planning) to hands-on execution of recruiting, onboarding, and EOR management (Multiplier) across a global, remote-first team.
- Strategic Business Partnership: Serve on the executive leadership team as a strategic partner, integrating People initiatives with the technology roadmap, revenue growth strategy, and M&A activity. Act as the primary advisor to leadership on both domestic and international labor law and PE-backed performance metrics, and own the People side of M&A integration end to end - from cultural assimilation and change management to critical talent retention.
- Total Rewards & Fiscal Stewardship: Own the company's personnel expense line - by far our largest cost through data driven workforce planning and rigorous cost per employee metrics across the organization. Design and iterate on a global compensation and benefits philosophy, using market benchmarking (Radford) to build a rewards framework that balances cost efficiency with the ability to attract top talent.
- Operational Excellence & Compliance: Lead a high-functioning, nimble HR team, balancing executive-level strategy with hands-on execution and rigorous HRIS systems management (Workday, 15Five, GSuite). Design and lead the global compliance infrastructure, proactively navigating labor law and regulatory risk while embedding equitable, inclusive practices.
What You Bring- Demonstrated experience driving People Operations for a global, remote workforce.
- An ability to balance of strategic vision and a willingness to "roll up your sleeves" to get the job done.
- A genuine and visible commitment to employee well-being. Innate ability to build trusting relationships across all levels of the organization.
- Strong financial and business acumen, with experience in Total Rewards and HR systems.
- A collaborative approach to problem-solving and an ability to influence at all levels of the organization including the board of directors.
- A tireless champion for the business and for the employees. We need someone that is high energy, optimistic, positive and encouraging.
- Through process and influence is able to create a high bar for employee performance and accountability across the org, and patterns with our Leadership team to ensure we are consistent in our execution of that standard
- Understands the importance of both growth and profitability. Personnel are by far this company's highest cost line and an important part of the role is balancing demand for the best talent with the realities of budgets and cost-per-employee KPIs
Requirements- Experience: 12+ years of progressive HR or People leadership experience, ideally scaling distributed, fast-growing organizations.
- Skills: Strong business acumen, deep knowledge of labor law, and exceptional conflict resolution capabilities.
- Education: Bachelor's degree in HR, Business Administration, or Psychology; a Master's degree or MBA is highly preferred.
- Certifications: Professional certifications such as SHRM-SCP or SPHR are preferred
