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Chief People Officer/VP HR

Human Resources | San Francisco, CA | Full Time

Job Description

Engage Recruiting is a rapidly growing San Francisco Bay Area-based boutique recruiting firm specializing in early-stage startups.  Our client is actively seeking a Chief People Officer/VP of People.

Our client is headquartered in the SF Bay Area with multiple offices throughout the US.   

Position Summary: The Chief People Officer (CPO)/VPHR will be responsible for the company’s people function, culture, structure, and policies. They will drive key Human Resources (HR) best practices and initiatives and provide strategic direction and expertise for the full scope of the HR function across all offices domestically. Reporting to the CEO, the CPO/VPHR will develop and execute the HR strategy for the organization and partner with the executive team. The CPO/VPHR will serve as a thought partner to the CEO and provide HR advisory with regards to leadership, coaching, employee relations, talent acquisition, engagement, culture, compensation, organizational design and change, performance management, learning, and development. The CPO/VPHR will also oversee the HR team and be responsible for leading, assessing, mentoring, and supporting team members across multiple departments and levels, with particular emphasis on scaling talent acquisition, employer branding, and HR ops in a hyper-growth environment.   The company is scaling aggressively, and this role requires experience and skill both in HR and Talent Acquisition.  The immediate focus includes recruiting and onboarding 100s and 1000s of talented human scribes as well as engineers, product, customer success, sales, and other essential hires in the next twelve months.   

Locations: 

Remote on Pacific Time, Mountain Time, Central Time zones in major metros.  This role will require travel to various locations as needed, especially to HQ.

Key Responsibilities

Strategic:

  • Develop and implement a human resources plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of HR needs and help build a high-performing culture of success, accountability, transparency, and collaboration.

  • Gain an understanding of the organization and participate fully in all strategic and business deliberations.

  • Act as a strategic partner to all members of the executive team, especially to the CEO, and provide insightful, innovative thinking and problem solving on critical HR issues.

  • Optimize the HR function/team, modernize, and refine key processes and activities aligned toward achieving strategic objectives.

  • Provide leadership and guidance on special projects, HR analytics & reporting, talent gap reviews, training, change management, organizational design, diversity, and inclusion.

Operational:

  • Proactively manage resource allocation and maintain a competitive approach to recruiting and assimilating high-potential talent throughout the company.

  • Provide recruiting leadership, ensuring a strong recruiting culture focused on candidate experience, diversity, timeliness, and quality while meeting the demanding hiring volumes

  • Utilize automation and best in class practices for maximal velocity in recruiting, onboarding, and training.

  • Partner with departments to build data-driven interview processes.

  • Advise on people programs and processes to enhance talent acquisition, retention, development, and succession. 

  • Develop comprehensive approaches to identifying skills gap,  employee development, retention, and onboarding by refining or creating: compensation and benefits, career paths and employee development, succession planning, and learning opportunities as appropriate to the needs of the company.

  • Oversee compensation practices and philosophy to ensure salary benchmarking and surveys are handled on a semi-annual basis.

  • Guide the HR team in supporting Performance Management, Talent Acquisition, Learning & Development, Employee Engagement, Total Rewards, Policy, and Compliance.

Culture and Development:

  • Develop relationships with the employees and become someone who is sought for advice and counsel on HR, cultural, and organizational issues.

  • Counsel, coach, and guide managers and staff in addressing concerns and complaints to assure fair and equitable treatment while ensuring compliance with local labor regulations and practices.

  • Mediate employee relations and performance issues and provide counsel to fellow managers on appropriate methods of performance management, including terminations if necessary. 

  • Enhance the company’s culture materials and ensure consistently delivered to existing and new team members.

  • Make decisions on brand persona toward potential employees and how to best share those stories.

  • Role model company’s core values and demonstrates leadership consistently with all employees of the company.

Education, Experience, and Skills:

  • Bachelor’s degree required. Advanced degree or MBA preferred.

  • 15+ years of relevant business and progressive HR experience would be ideal.

  • At least 5+ years of experience managing people and teams of various hyper-growth environments in multiple states and time zones.

  • Experience in hiring/leading high-performance Talent Acquisition teams and a hands-on approach to recruiting is required.

  • Broad and deep experience as an HR Business Partner supporting executives or senior leadership.

  • Unquestionable personal integrity, fairness, and credibility are necessary to gain the trust and commitment of individuals at all levels of the organization.

  • Demonstrated success at cultivating strong relationships with different stakeholders.

  • Ability and willingness to travel throughout the year to visit our offices.

  • Passionate about the company’s mission, enthused by the challenges confronting the organization, and dedicated to achieving its goal.