VP of People

Role Overview

As VP of People you will build a well-oiled, technology-first people operation across two companies. Hiring and recruiting that actually delivers, onboarding that runs like a product, performance management with real metrics, and systems — Rippling at the center — configured properly for goal tracking and management. You will be exceptional at technology utilization and at creating the processes that let a company scale without drowning in them.

About the role

•   You will join with an aggressive hiring year in front of you and two recruiters plus a People Ops Manager reporting to you. The company runs on an operating model with team-level metrics and bonuses — your systems are what make those goals trackable and those reviews fair.

What you'll do

•   Build the recruiting engine: pipelines, interview loops, employer brand, and the recruiters who run them - hiring effectively is the company's rate limiter this year.

•   Own onboarding end to end with structured 15/30/45-day checkpoints for every hire, run consistently and measured.

•   Advise and coach managers on performance management; install the metrics and evaluation systems that make it objective.

•   Set up Rippling properly for goal tracking, performance cycles, and people data across both companies.

•   Own training and skill evaluation company-wide: role-based skill matrices, evaluation frameworks, and the training programs that close the gaps.

•   Own the people side of SOC 2 and ISO 27001: security awareness training, background checks, onboarding/offboarding access controls, and HR policy evidence - audit-ready ahead of certification.

•   Own the people-risk and liability framework: employment agreements, policies, investigation standards, and manager training - designed with counsel, executed through your People Ops Manager.

•   Build people processes that scale: comp cycles, compliance (California first), engagement, and retention.

Qualifications

•   8+ years in people/HR leadership at scaling technology companies.

•   Deep hands-on Rippling (or equivalent HRIS) implementation experience - you configure systems, not just buy them.

•   Has built recruiting engines that delivered 20+ technical hires in a year.

•   Data-driven performance management experience; systems-first instincts.

•   Experience supporting SOC 2 / ISO 27001 audits on people controls a strong plus.

•   Comfortable operating across two companies at extreme pace.