Vice President, People

About Our Client
Our client provides comprehensive payroll and HR solutions tailored for small and medium-sized businesses. Focusing on simplifying payroll and ensuring compliance, Our client offers services that include payroll processing, payroll tax, and compliance. Their team members are their most valuable asset, and the People team is dedicated to ensuring a positive and engaging experience for every team member throughout their journey with us.

Job Summary:

The VP, People plays a pivotal role in driving the strategic and operational objectives of the HR function within the organization. They are responsible for overseeing all areas of HR, including but not limited to M&A Integration, talent management, equity administration, benefits and compensation, and employee performance. This role requires a blend of strategic thinking, leadership, and hands-on execution to ensure that the organization attracts, develops, and retains top talent while fostering a positive and inclusive workplace culture.

Key Responsibilities:

HR Strategy and Leadership

• Serve as a strategic advisor to the executive team, contributing to overall business planning and organizational growth.
• Craft and execute the strategic HR vision in alignment with company goals and objectives.
• Lead change management initiatives and organizational restructuring efforts as needed to scale the business and drive cultural transformation.
• Drive compensation, performance appraisal, and goal-setting processes, ensuring alignment with organizational goals.
• Act as the performance improvement driver to influence positive changes in the business environment and maintain strong, effective, and transparent delivery of communication.
• Partner with functional divisions and departments to address day-to-day human resource needs to keep the pulse of the organization.
• Facilitates training and coaching managers in people processes such as terminations, promotions, compensation management, performance management, illegal harassment, and professional development.
• Lead efforts to build a positive and inclusive company culture, promoting community engagement and employee satisfaction.
• Owns and manages the annual HR calendar, including key milestones for performance reviews, engagement surveys, and compliance reporting.

Compliance

• Develop, update, and communicate HR policies and procedures to ensure compliance with federal, state, and local regulations.
• Implement policies across the organization and provide guidance to managers and employees on compliance matters.
• Stay informed about changes in employment laws and regulations, including but not limited to, equal employment opportunity (EEO), Fair Labor Standards Act (FLSA), Transparency laws, 401k Plan Compliance, Family and Medical Leave Act (FMLA), etc.
• Maintain accurate and up-to-date records related to HR compliance, including personnel files, EEO data, and training records.
• Prepare and submit reports as required by regulatory agencies or senior management.
• Conduct periodic audits of HR practices and procedures to identify areas of non-compliance or potential risk.
• Develop and implement strategies to mitigate compliance risks and ensure a culture of ethical conduct within the organization.
• Support Accounting in annual audit.

Merger & Acquisition Integration:

• Lead HR due diligence efforts during M&A activities, assessing cultural fit, organizational structure, compensation and benefits, and potential risks.
• Facilitate M&A and integration needs in partnership with the leadership team to minimize disruption and ensure employee engagement during integration processes.
• Develop and execute integration plans for newly acquired companies and people ensuring smooth transitions and alignment with the organization's HR policies and practices.
• Lead communication efforts to provide transparency and clarity regarding M&A objectives, timelines, and impacts on employees.
• Develop and implement unified HR policies and practices that align with the organization's culture, values, and strategic objectives.
• Conduct post-merger evaluations to assess the effectiveness of integration strategies and identify areas for improvement.

Reporting and KPI Analytics

• Identify key performance indicators for the organization's functions and assess the organization's success and market competitiveness.
• Utilize HR metrics and analytics to drive decision-making and report on HR performance.
• Own the HR technology roadmap and ensure tools support scalability, data integrity, and team efficiency.

Recruitment and Talent Acquisition:

• Develop and implement comprehensive recruitment strategies to attract top-tier talent.
• Partner with Marketing and People teams to develop and promote our clients employer brand and employee value proposition.
• Continuously evaluate and optimize recruitment processes to enhance efficiency and effectiveness. Identify, evaluate, and solve hiring challenges.
• Partner with team to evaluate and enhance applicant tracking, interview process, onboarding, and overall candidate experience.

Talent Management and Development:

• Design and implement talent management programs to identify high-potential employees and support their development.
• Develop and oversee succession planning strategies across leadership levels to ensure long-term organizational strength.
• Partner with department heads to create career development plans and succession pipelines.
• Conduct regular talent reviews and performance assessments to identify areas for growth and improvement.
• Provide coaching and guidance to managers on talent development initiatives and performance management best practices.

Equity Administration:

• Oversee the administration of equity compensation program.
• Collaborate with finance and outside legal counsel to ensure compliance with regulatory requirements and accounting standards.
• Educate employees on equity compensation plans and provide support for questions and inquiries.

Benefits and Compensation:

• Design and manage competitive benefits packages to attract and retain top talent.
• Conduct regular benchmarking to ensure that compensation and benefits remain competitive within the industry.
• Partner with finance and HR team to administer employee compensation, including salary reviews, bonuses, and incentives.
• Provide guidance and support to employees on benefit programs and options.

Employee Performance and Engagement:

• Develop and implement performance management processes to drive employee engagement and productivity.
• Establish clear performance expectations and provide regular feedback and coaching to employees.
• Implement employee recognition programs to acknowledge and reward outstanding performance.
• Monitor employee morale and engagement levels and develop strategies to address any issues or concerns.

Qualifications:

• Bachelor's Degree in Human Resources, Business Administration, or related field.
• Minimum of 10 years of progressive HR experience, including experience resolving complex employee relations issues.
• Strong knowledge of HR disciplines, including compensation practices, performance management, employee relations, and employment laws.
• HR certification preferred (e.g., SHRM-CP, PHR, SHRM-SCP, or SPHR).
• Demonstrated ability to think strategically and translate business objectives into HR initiatives.
• Proven leadership skills, with the ability to inspire and motivate teams to achieve results.
• Excellent communication and interpersonal skills, with the ability to build relationships and influence at all levels of the organization.
• Must be willing to be both a player and a coach as the organization grows.
• Strong organizational, analytical, and problem-solving skills.
• Proficiency in Microsoft Suite, in particular Excel and PowerPoint
• Technically curious, and the ability to evaluate and implement new systems
• Innovative: Challenges the Status quo and constantly seeks opportunities to improve HR processes and practices.

All team members receive equity and participate in either an annual bonus plan (15%), based on company and individual performance, or a role-based sales incentive plan.

Our client is proud to offer a comprehensive team member benefits package, including 401(k) with company contributions, group medical, dental, and vision coverage, life insurance, short and long-term disability insurance, and flexible spending accounts.