VP Operations and People

About the Company

Galaxy Property Management is a next-generation platform for single-family rental property management experiencing explosive growth. In just our first four months, we have acquired 3 businesses, scaled to 2,500+ properties, and are profitable. With committed capital and a robust acquisition pipeline, we're positioned to complete 4-6 acquisitions over the next 12 months, scaling from 2,500 to 10,000+ properties within 18 months. We acquire mom-and-pop property managers at reasonable valuations, professionalize their operations, and equip our experienced teams with AI to fundamentally improve their efficiency and service quality. We're also redefining what operational excellence looks like in property management. We're actively developing AI copilots and automation tools to handle tenant and vendor interactions, streamline maintenance workflows, and create a truly proactive customer experience. With 80% of the cost base tied to service provider coordination, AI provides a massive opportunity to transform how work gets done. Galaxy is backed by Halyard Collective, a mid-market private equity firm that generates differentiated returns by acquiring high-quality, subscale services firms and integrating them under cohesive platforms with technology at the core. Our Mission: Build a boutique property management firm, at-scale. We aim to be the most landlord-focused property management business in the country by providing a platform that drives costs lower, revenues higher, and takes headaches away—without sacrificing service quality.

About the Role

Reporting to the CEO, the Vice President of People and Operations is responsible for designing and executing the operational framework while building the culture, talent systems, and organizational capabilities required to scale from 2,500 to 25,000+ properties. This role combines operational excellence with people leadership—translating our boutique service ethos into scalable processes while ensuring teams thrive through rapid growth and ongoing acquisitions. You'll spend significant time on the ground with teams, then translate those insights into frameworks that enable both excellence and scale.

Responsibilities

Operational Excellence & Process Design

• Conduct on-the-ground assessment of operations across existing offices, documenting workflows, identifying breakdowns, and implementing improvements.
• Design optimal office models for people, process, and structure. Transform existing frameworks into comprehensive operational flowcharts with clear dependencies, handoffs, and decision points.
• Define the right breakdown between centralized services and local operations. Map jobs to be done across both models and design effective collaboration mechanisms between central teams and regional offices. Determine which functions gain efficiency through centralization versus those requiring local market knowledge and relationships.
• Establish and monitor key performance metrics for each operational process area. Define service level agreements and quality standards.
• Build comprehensive playbooks for launching new offices through both organic expansion and acquisition integration (30-day, 90-day, and 180-day plans).
• Partner with technology team to identify opportunities where AI and automation can enhance operational efficiency and product quality.
• Set capacity planning models that enable strategic headcount scaling across multiple growth trajectories.

People Strategy & Organizational Development

• Design organizational structures, role architectures, and career pathways that support growth from startup to scaled platform.
• Build talent acquisition strategies and succession plans. Develop competency frameworks and role scorecards that define excellence in each position.
• Cultivate a culture that values both boutique service quality and operational excellence. Design onboarding experiences that transmit our mission and service standards to new team members, especially during acquisitions.
• Lead the transformation to an AI-first services model. Support team members in their transition from using technology to managing technology. Define what learning and development looks like in an AI-first services world—helping people develop new skills, embrace new tools, and understand their evolving roles as AI handles routine tasks and they focus on higher-value work.
• Design and implement the staffing model of the future. Figure out how the integration of people, process, and AI creates a more powerful, efficient, and profitable operating model. Determine how roles change when technology augments human capability rather than just supporting it.
• Coach and develop regional managers and team leaders, helping them transition from owner-operators to professional managers.
• Implement performance management, engagement strategies, recognition systems, and leadership development programs.
• Oversee core HR functions including compensation design, benefits administration, HRIS management, and compliance with labor laws across all markets.

Strategic Partnership & Integration

• Serve as the liaison between Galaxy operations, technology development, and Halyard leadership. Ensure operational readiness for growth.
• In close coordination with CEO and Board, lead integration of acquired companies—rapidly assessing businesses, standardizing processes, preserving what makes each market unique, and integrating teams.
• Act as a trusted advisor to the CEO on strategic planning, resource allocation, and key business decisions.
• Represent operations and people perspectives in board meetings and investor communications.

Qualifications

Operational & Scaling Experience (Required)

• 10+ years of progressive leadership experience in operations, ideally spanning $5M to $25M+ revenue growth.
• Direct experience in a domain integrating field work and desktop operations (construction operations, real estate operations, facilities management, hospitality, home services, or similar).
• Proven track record of maintaining service quality during rapid scaling—you've lived the tension between growth and excellence.
• Experience designing and implementing operational frameworks, standard operating procedures, and performance management systems.
• Demonstrated success building and leading high-performing teams of people across distributed locations.

Technical & Strategic Capabilities (Required)

• Ability to envision technology-enabled solutions and effectively partner with technical teams.
• Comfort with data analysis and using metrics to drive decisions (not just reporting on them).
• Strategic mindset with ability to think 12-24 months ahead while solving today's operational challenges.

Integration & Change Management (Strongly Preferred)

• Experience integrating acquired companies, particularly in private equity-backed roll-up environments.
• Track record of standardizing operations across previously independent entities while respecting local market nuances.
• Familiarity with post-merger integration frameworks and best practices.
• Experience leading technology transformation or AI

People Leadership & HR Expertise (Preferred)

• Significant experience building organizational structures, role definitions, and career frameworks that support scaling.
• Track record of developing talent pipelines, coaching managers, and creating high-engagement cultures during rapid change.
• Deep understanding of employment law, HR compliance, and modern people operations practices.
• Experience managing core HR functions including compensation, benefits, and employee relations.

Personal Attributes & Working Style

• Exceptional organizational intelligence—ability to "read between the lines" and build trust quickly across all levels.
• Hands-on operator who rolls up sleeves and works alongside teams on the ground.
• Self-directed and comfortable working autonomously while keeping leadership informed.
• Available for near-daily on-site presence across Northern and Southern California (50-60% travel, particularly in first 90 days).
• Thrives in ambiguity and rapid change; energized (not drained) by pace and intensity of high-growth environments.

Education

• Bachelor's degree required
• MBA preferred

Compensation & Benefits

• Base Salary: $200,000 - $275,000 (commensurate with experience)
• Annual Bonus: Up to 30% of base salary, tied to operational KPIs and growth metrics
• Equity: Meaningful equity stake in Galaxy
• Benefits: Comprehensive health, dental, and vision insurance; 401(k) with company match; flexible PTO; professional development budget
• Growth Path: This role is designed as a stepping stone to COO for the right candidate as the platform scales

Why Join Galaxy

• Be the architect of operations and people systems for a rapidly scaling PE-backed platform (4-6 acquisitions in next 12 months)
• Gain more M&A integration experience in 18 months than most executives get in a decade
• Define the future of AI-enabled services
  :
  Reimagine how work gets done when AI handles routine tasks and humans focus on judgment and relationships. You're not just implementing software—you're fundamentally transforming the operating model, staffing approach, and employee experience for an AI-first world
• Partner with experienced PE investors and operators; gain exposure to M&A, board governance, and institutional capital
• Help prove that scale and service quality aren't mutually exclusive—professionalize an entire industry

Galaxy Property Management is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.