Vice President, People Experience

Vice President, People Experience

Reports To: Chief People Officer (CPO)   FLSA: Exempt   Location: Flexible / Remote   Compensation: $115,000 – $120,000

The VP, People Experience is a transformative leader and primary architect of our talent ecosystem. This role owns the initial sourcing through the critical 90-day integration milestone of the employee journey. You will lead Recruiting, Sourcing, and People Operations, while managing a sophisticated hybrid pipeline of FTE hires and temporary staffing vendors.

As a high-performing people leader, you will foster a culture of extreme accountability and agility, ensuring our growth toward 2030 is built on a foundation of standardized job architecture, equitable compensation alignment, and scalable operational workflows.

• High-Performing Leadership: Proven ability to build, inspire, and elevate a high-output team.
• Agility & Quick Pivots: Thrives in a fast-paced environment; able to shift strategies rapidly as organizational needs evolve without losing momentum.
• Relationship-Oriented: A natural bridge-builder who leads with empathy, active listening, and a collaborative spirit.
• Accountability & Feedback: Cultivates a feedback-loop culture where radical candor and ownership are the standard.

• Process Ownership: Design, document, and maintain all standard operating procedures (SOPs) for the Recruiting, Sourcing, and People Ops teams to ensure peak efficiency.
• Job Architecture Governance: Own the central repository of all organizational job descriptions. Ensure every JD follows a consistent format, reflects current business needs, and is audited on a regular cadence.
• People Rewards Partnership: Partner closely with the People Rewards team to ensure every role is benchmarked for compensation alignment before going to market.
• Strategic Planning: Partner with the CPO to align People Experience strategies with 2030 growth goals and culture transformation.
• Workforce Planning & Req Approval: Collaborate with internal partners to build an automated approval workflow—from budget alignment through req approval to ATS publishing.
• Talent Intelligence: Maintain a deep understanding of internal talent and the broader recruiting market to inform workforce planning and talent strategy.
• Talent Strategy Partnership: Serve as a consultative partner in talent strategy, connecting internal needs with external market access.

• External Pipeline Management: Establish and lead relationships with external staffing vendors and Managed Service Providers (MSPs) to ensure a seamless temp-to-perm and direct-hire talent flow.
• Vendor Accountability: Define and monitor SLAs for external partners, including quality of hire, diversity of candidate slates, and time-to-submit.

• Integrated Sourcing: Direct internal sourcing and recruiting teams to work in lockstep with external vendors, ensuring a friction-free candidate experience across lead generation, passive screening, and market mapping.
• Immersive Onboarding: Design and implement a standardized onboarding framework that ensures every hire—regardless of source—is fully integrated and culturally aligned by Day 90.
• Quality of Hire: Champion a high bar for talent quality, with a focus on reducing and maintaining 90-day and 1-year attrition below 12%.
• Direct Sourcing: Lead strategic direct sourcing efforts to uncover and engage top passive candidates in the external market.
• Process Innovation: Introduce automation to maximize efficiency while maintaining an engaging experience for hiring managers and candidates alike.
• Cross-Functional Partnership: Collaborate closely with People Team peers to ensure a seamless experience across the full employee lifecycle for leaders, staff, and candidates.

• Leadership Excellence: Demonstrated track record of leading teams through rapid change while maintaining high engagement and accountability.
• Systems Thinking: Proven experience creating and maintaining complex processes, job architectures, and organizational standards.
• Vendor Management: Experience negotiating and managing high-volume staffing agency contracts and MSP relationships.
• Operational Prowess: Expert-level knowledge of HRIS and ATS platforms, with a strong eye for automation and data accuracy.
• Communication: Exceptional listening skills and the ability to influence cross-functional stakeholders at all levels.
• Onboarding Compliance: Working knowledge of onboarding compliance requirements, including I-9 verification, E-Verify processes, and relevant federal and state employment eligibility regulations.

• Process Consistency: 100% of roles supported by standardized job descriptions and pre-aligned compensation bands.
• Retention & Integration: 90-day and 1-year retention rates; onboarding satisfaction scores.
• Pipeline Velocity: Time-to-fill (TTF) and fulfillment rates across both FTE and temporary pipelines.
• Team Performance: Internal engagement scores and achievement of team-specific KPIs.

Note on Compensation: We are targeting a salary range of $115,000 – $120,000. Final compensation is determined by specific qualifications and depth of experience in process design and hybrid talent models.