VP, People
Free account needed to apply or save. It takes a minute, and we'll bring you right back to this job.
How well do you match this job?
Key details
- Location
- Canada
- Work style
- Remote
- Level
- Lead / Staff+
- Job type
- Full-time
- Function
- People / HR & Recruiting
- Focus area
- other
- Posted
- 12h ago
Skills
About the role
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a VP, People based in Canada.
As VP, People, you will shape and lead the people strategy of a growing technology organization, ensuring its culture, talent, and operating model evolve alongside business ambitions. This is a strategic yet hands-on leadership opportunity for an experienced HR executive who thrives in fast-paced, scaling environments. You will partner directly with the CEO and executive team to strengthen organizational effectiveness, develop leadership capabilities, and build high-performing teams. From talent acquisition and performance management to workforce planning and organizational transformation, you will oversee the full employee lifecycle. You will also drive people analytics, establish scalable HR processes, and ensure a consistent employee experience across distributed teams. This role offers the opportunity to build a strong people function while preserving an inclusive, accountable, and high-performance culture.
Accountabilities:
-
People Strategy & Culture: Define and continuously evolve the people strategy in alignment with business objectives, growth plans, and long-term organizational priorities. Advise the CEO and executive leadership team on organizational health, talent risks, leadership effectiveness, and culture-related decisions.
-
Organizational Effectiveness: Translate company values into practical operating principles, leadership expectations, and decision-making frameworks. Develop organizational health assessments and action plans to improve employee engagement, leadership effectiveness, and business performance.
-
People Operations: Lead the People function's operating model, including team structure, resource allocation, prioritization, and service delivery. Build scalable HR processes, operating rhythms, and decision-making frameworks that support organizational growth.
-
People Metrics & Analytics: Establish and monitor key people indicators, including employee engagement, retention, recruitment effectiveness, and performance outcomes. Develop dashboards and reporting systems that translate workforce data into actionable business insights.
-
Remote & Distributed Work: Develop and continuously improve remote and hybrid work strategies, ensuring consistency, fairness, collaboration, and strong performance across geographically distributed teams.
-
Talent & Leadership Development: Oversee recruitment, onboarding, performance management, learning and development, succession planning, and employee retention. Coach managers to strengthen their leadership capabilities, establish clear expectations, provide meaningful feedback, and build accountable teams.
-
Mergers & Acquisitions: Lead HR due diligence for acquisitions, mergers, and strategic transactions. Develop and implement post-acquisition integration plans covering organizational design, change management, employee communications, and talent retention.
-
Employee Communications: Own the internal communications strategy and annual communication plans. Lead executive and organizational messaging to ensure transparency, alignment, and employee engagement during periods of growth and transformation.
-
Cross-functional Leadership: Partner with business leaders to align people initiatives with operational priorities, strengthen organizational capacity, and ensure effective execution of company-wide initiatives.
-
Significant experience in a senior People leadership position, ideally at VP or Senior Director level, within a scaling technology or SaaS organization backed by private equity or venture capital.
-
Proven ability to build a People function and establish scalable HR systems, processes, and operating models, preferably from an early-stage or developing organizational structure rather than inheriting a mature function.
-
Experience managing Canadian or cross-border workforces, <