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This is a transformational role that will require strong change management skills to successfully integrate new sales methodologies, optimize existing processes, and implement cutting-edge systems across global teams. Significant leadership experience in Sales Operations or a related commercial function, with a proven track record of driving measurable success (e.g., increased efficiency, improved forecast accuracy, revenue acceleration).

YEAR

<h5>VP, Commercial Operations </h5><p>NYC Global HQ </p><p>The Vice President of Commercial Operations is a strategic leader responsible for driving commercial operational excellence across the organization. This is a transformational role that will require strong change management skills to successfully integrate new sales methodologies, optimize existing processes, and implement cutting-edge systems across global teams. The role requires a deep understanding of the sales process, market dynamics, and the ability to translate complex data into actionable business insights. The ideal candidate will possess a proven track record of building and leading high-performing teams, optimizing commercial processes, and consistently delivering exceptional results. </p><p>What You'll Do </p><ul><li>Develop and execute the overall commercial operations strategy in alignment with the company's long-term business objectives and global growth plans. </li><li>Build and lead a high-performing Commercial Operations team, fostering a culture of data-driven decision-making, innovation, and continuous process improvement. </li><li>Oversee the design, implementation, and rigorous optimization of sales processes, CRM systems, and supporting tools to maximize sales efficiency and effectiveness across all markets. </li><li>Act as a key communication bridge to the global sales teams, ensuring buy-in and successful adoption of all commercial strategy and process changes to drive high-performance output. </li><li>Define and implement critical Key Performance Indicators (KPIs) to provide executive leadership with a clear, real-time view of sales performance, pipeline health, and forecast reliability. </li><li>Partner closely with Sales, Marketing, Finance and BI teams to ensure seamless cross-functional alignment and provide the necessary support to achieve aggressive business goals. </li><li>Optimize sales planning, forecasting, budgeting, and quota-setting processes to maximize resource allocation, ensure fairness, and drive organizational accountability to revenue targets. </li><li>Identify, champion, and integrate new technologies and processes that enhance sales productivity and optimize the customer experience lifecycle. </li><li>Provide strategic leadership, coaching, and mentorship to the Commercial Operations team, developing future leaders within the organization. </li></ul><p>Who You Are </p><ul><li>Bachelor's degree in business, economics, or a related field; an MBA is preferred. </li><li>Significant leadership experience in Sales Operations or a related commercial function, with a proven track record of driving measurable success (e.g., increased efficiency, improved forecast accuracy, revenue acceleration). </li><li>Demonstrated experience in successfully leading and managing high-performing, geographically dispersed teams. </li><li>Exceptional analytical skills and the proven ability to translate complex data sets into clear, actionable business strategies and decisions. </li><li>Expert-level knowledge of CRM systems (e.g., Salesforce), sales enablement platforms, and business intelligence tools. </li><li>Excellent communication, negotiation, and presentation skills with the ability to influence and drive consensus at all levels of the organization, including C-suite. </li><li>Strong understanding of modern sales methodologies and best practices for process governance. </li><li>Proven ability to drive large-scale process improvement and operational efficiency projects in a fast-paced environment. </li></ul><p>The successful candidate's starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role based on the qualifications set forth in the job description is between $195,000 - 330,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits. The range above is for the expectations as laid out in the job description; however, we are open to a wide variety of profiles, and recognize that the person we hire may be more or less experienced than this job description as posted. </p><p>Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you're not sure that you check every box, apply anyway! </p>

DoubleVerify

VP, Commercial Operations

Analysis Skills

Best Practices

Budgeting

Business Administration

Business Intelligence

Business Intelligence Software

Business Strategy

Change Management

Coaching

Communication Skills

Cross-Functional

Customer Experience

Customer Relationship Management (CRM) Systems

Data Sets

Economics

Finance

Forecasting

International Sales

Leadership

Marketing

Mentoring

Negotiation Skills

Operational Improvement

Operational Strategy

Partner Sales

Performance Metrics

Presentation/Verbal Skills

Process Improvement

Resource Management

Revenue Forecasting

Revenue Growth

Revenue Planning

Sales

Sales Forecasting

Sales Operations

Sales Pipeline

Sales Tools

Salesforce.com

Hire Recruits

Talent Management & Development: Drive core talent processes end-to-end for your client groups, including performance management cycles, talent assessments, engagement surveys, and development planning, ensuring alignment across a matrixed organization. Cross-functional HR Partnership: Ensuring HR Centers of Excellence (Talent Acquisition, Total Rewards, L&D) programs are effectively deployed within your stakeholder groups and work collaboratively with global HRBP peers to deliver scalable, high-impact solutions.

<h5>HR Business Partner - Engineering & Product </h5><p>NYC Global HQ </p><p>DoubleVerify is a leading software platform for digital media measurement, data and analytics. DV's mission is to be the definitive source of transparency and data-driven insights into the quality and effectiveness of digital advertising for the world's largest brands, publishers and digital ad platforms. DV's technology platform provides advertisers with consistent and unbiased data and analytics that can be used to optimize the quality and return on their digital ad investments. Since 2008, DV has helped hundreds of Fortune 500 companies gain the most from their media spend by delivering best in class solutions across the digital advertising ecosystem, helping to build a better industry. </p><p>We're seeking an HR Business Partner to support our Engineering & Product (R&D) teams across the Americas. In this high-impact role, you'll work closely in partnership with HRBP leadership and R&D managers to execute on people strategies that strengthen team effectiveness, management capability, and talent outcomes. You'll operate with meaningful autonomy, owning day-to-day HR partnership with Senior Directors and below, while staying tightly aligned to the broader HRBP strategy and business priorities. </p><p>This role is based in our New York City HQ office with a hybrid schedule and regular in-office presence. </p><h5>What You'll Do </h5><ul><li><strong>Strategic Partnership & Business Alignment</strong>: Serve as a trusted advisor to Senior Directors and below, influencing decisions related to team design, talent strategy, and business outcomes. Interpret R&D priorities and translate them into aligned HR strategies, initiatives, and action plans. Own day-to-day advisory relationship with your client groups, bringing a strong point of view on talent, performance, and team health while staying tightly aligned to the broader HRBP strategy. </li><li><strong>Org Design & Team Effectiveness</strong>: Drive team effectiveness initiatives within your client groups by leveraging data and insights to develop recommendations and execution. Partner with HRBP leadership on org design initiatives, owning the analysis, stakeholder prep, and implementation with managers. </li><li><strong>Leadership Coaching & Effectiveness</strong>: Proactively coach managers on performance management, team dynamics, and management effectiveness. Guide managers in navigating complexity, making sound people decisions, and building high-performing teams. </li><li><strong>Talent Management & Development</strong>: Drive core talent processes end-to-end for your client groups, including performance management cycles, talent assessments, engagement surveys, and development planning, ensuring alignment across a matrixed organization. </li><li><strong>Employee Relations & Risk Management</strong>: Navigate and resolve complex employee relations matters and investigations with sound judgment and confidentiality, balancing employee experience, business impact, and risk. Operate with confidence and independence, knowing when to escalate appropriately. </li><li><strong>Workforce Planning</strong>: Contribute to workforce planning efforts by maintaining headcount data, analyzing trends, and helping leaders anticipate talent needs as teams scale. </li><li><strong>Change Management</strong>: Lead the execution of team transformation and change initiatives within your client groups, developing communications, stakeholder readiness plans, and manager toolkits. </li><li><strong>Cross-functional HR Partnership</strong>: Ensuring HR Centers of Excellence (Talent Acquisition, Total Rewards, L&D) programs are effectively deployed within your stakeholder groups and work collaboratively with global HRBP peers to deliver scalable, high-impact solutions. </li><li><strong>Culture & Employee Experience</strong>: Foster strong employee relationships and contribute to a team environment grounded in transparency, respect, and high-performance. </li><li><strong>Employee Lifecycle</strong>: Own and manage day-to-day needs for your client groups, including employee lifecycle processes, such as leaves of absence, relocations, terminations, and other exit processes. </li><li><strong>Compliance & Governance</strong>: Manage compliance-related activities, including background check escalations, immigration processes, data audits, and adherence to relevant labor laws and regulatory requirements. </li></ul><h5>Qualifications </h5><ul><li>8+ years of progressive HR experience, including 4+ years as an HR Business Partner, ideally within a high-growth or tech environment. </li><li>Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent experience. </li><li>Experience partnering with Product, Engineering, or other technical teams required. </li><li>Excellent interpersonal, communication, and consultative skills with the ability to build relationships with Directors, Senior Directors, and their teams. </li><li>Strong, well-rounded HR expertise across employee relations, talent management, workforce planning, compensation, and talent acquisition. </li><li>Experience with HR systems and people analytics tools (e.g., Workday, Culture Amp), proficiency in Google Workspace, and a working knowledge of Excel/Google Sheets; demonstrated curiosity and practical use of AI tools to improve HR processes and decision-making. </li><li>Strong understanding of HR best practices and multi-state U.S. labor laws (including CA and NY); experience supporting Brazil, Mexico, Costa Rica, and/or Canada is a plus. </li><li>Working knowledge of immigration processes (e.g., non-immigrant visas), with the ability to partner with internal or external experts. </li></ul><h5>Who You Are </h5><ul><li>Demonstrated commitment to building inclusive, high-performing teams and fostering an environment where all employees can do their best work. </li><li>Proven ability to operate independently, making decisions, advising and influencing managers, and driving outcomes with autonomy. </li><li>Resourceful and proactive in navigating ambiguity; able to research issues, develop informed perspectives, and partner with stakeholders to align on solutions. </li><li>Strong business acumen with the ability to move between strategic initiatives and hands-on execution. </li><li>Experience supporting teams through rapid scaling, reorgs, or technology-driven transformation. </li><li>Analytical and solution-oriented, with sound judgment and the ability to assess risk and make data-informed decisions. </li><li>Ability to stay current on evolving regulations and translate impact into practical guidance for the business. </li><li>Ability to operate effectively in a fast-paced, evolving environment while managing multiple priorities. </li></ul><p>The successful candidate's starting salary will be determined based on a number of non-discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role based on the qualifications set forth in the job description is between $86,000 to $163,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits. The range above is for the expectations as laid out in the job description; however, we are often open to a wide variety of profiles, and recognize that the person we hire may be more or less experienced than this job description as posted. </p><p>Not-so-fun fact: Research shows that while men apply to jobs when they meet an average of 60% of job criteria, women and other marginalized groups tend to only apply when they check every box. So if you think you have what it takes but you're not sure that you check every box, apply anyway! </p>

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DoubleVerify, Inc Jobs in the United States

VP, Commercial Operations DoubleVerify

HR Business Partner - Engineering & Product DoubleVerify

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