Vice President - People & Culture

Ready to shape the future of a global workforce? We're seeking a visionary Vice President, People & Culture to lead our people strategy, elevate the employee experience, and build the capabilities that drive business success across a growing international organisation. In return, you'll have the opportunity to influence executive decision-making, lead enterprise-wide transformation, and make a lasting impact on our people, culture, and growth journey.

 The Vice President - People & Culture serves as the senior-most HR leader for the organization, responsible for building and executing a global people strategy that aligns with business priorities and supports a consistent, high-quality employee experience across all regions.

This role unifies multiple HR functions - including HR Business Partnering, Talent Acquisition support for Corporate Functions, HR Operations and Administration, Employee Support Services, Benefits, Compensation, and close collaboration with Payroll operated under Financial Operations - into a cohesive, scalable, and service-focused People & Culture function.

Location: United States. Applicants must have the right to live and work in the US. 

Work setup: Remote based within the US - Monday to Friday. Whilst this role primarily operates within Central or Eastern US Time Zones, it is part of a global team - Candidates should be comfortable with occasional schedule flexibility to collaborate with colleagues across different regions. 

Duties and Responsibilities:

Enterprise People Strategy & Leadership

• Develop and execute a global People & Culture strategy aligned with organizational objectives and executive leadership priorities.
• Serve as the senior People & Culture advisor to executive leaders on organizational effectiveness, workforce planning, leadership capability, succession, and people-related risk.
• Lead enterprise-wide people transformation initiatives that strengthen organizational capability and business performance.

HR Business Partnership & Talent Strategy

• Lead and develop a team of Senior HR Business Partners to deliver strategic partnership and coaching to leaders across the organization.
• Drive consistency in the application of people policies, performance management, talent practices, and employee relations frameworks.
• Lead enterprise workforce planning, talent reviews, succession planning, and leadership pipeline development to ensure the organization has required capabilities to deliver strategic goals.
• Establish competency and skills frameworks that support workforce planning, career development, and organizational capability building.
• Lead the annual performance management cycle, ensuring consistency, accountability, and alignment with business objectives.

People Operations & Employee Experience

• Lead global People Operations and employee support services, ensuring efficient, compliant, and employee-centric service delivery across the employee lifecycle including onboarding, employee changes, leave administration, and offboarding.
• Drive process standardization, governance, continuous improvement, and technology adoption to enhance employee and manager experience.
• Champion a high-performing, inclusive culture aligned with organizational values through engagement, recognition, wellbeing, and belonging initiatives.

Total Rewards & Compensation

• Lead the organization's compensation, benefits, and total rewards strategy, ensuring competitiveness, equity, compliance, and fiscal responsibility.
• Oversee compensation review processes, job architecture, salary structure governance, and benefits program effectiveness across jurisdictions.
• Partner with Finance on workforce budgeting, forecasting, and workforce cost planning.

Compliance, Risk & Governance

• Establish and maintain a robust people governance framework that ensures compliance with employment legislation, regulatory requirements, company policies, and ethical standards globally.
• Oversee HR compliance programs, audits, policy governance, record management, and risk mitigation activities.
• Provide oversight for health, safety, occupational health, and employee wellbeing governance, ensuring alignment with legal obligations and organizational standards.
• Partner with Finance to ensure accurate and timely processing of employee lifecycle events, workforce data, compensation changes, and benefits-related transactions.

People Analytics, Technology & Team Leadership

• Leverage people analytics and workforce insights to support strategic decision-making, workforce planning, and organizational performance.
• Oversee the effective use and continuous improvement of HR technologies and people systems, maintaining strong governance over workforce data quality, privacy, and compliance.
• Lead, coach, and develop a high-performing global People & Culture team, fostering a culture of accountability, collaboration, and continuous improvement.

Supervisory Responsibilities:

The Vice President - People & Culture will lead a team including Senior HR Business Partners, Senior Manager - Benefits & Compensation, and Manager - People & Culture Operations, providing guidance, performance leadership, and growth opportunities to develop a high-performing organization.

 

Position Requirements

Education:

• Masters’ or international equivalent in Business, Human Resources or similar field required.

Experience:

• 10+ years of progressive HR leadership experience with at least 5 years leading multiple global/international HR functions
• Proven Success leading HR in global, multi-region organizations of similar scale (1,500-5,000 employees).
• Experience guiding organizations through transition, restructuring or HR transformation.
• Deep knowledge of global employment practices, compliance, HR Operations and modern talent strategies.

Exposure:

• Strong financial acumen and experience partnering with Finance on workforce modelling and cost planning.
• Ability to balance strategic vision with hands-on leadership in a lean or evolving HR structure.
• Background in professional services, technology, shared services or other global, matrixed environments.
• Certification (SPHR, SHRM-SCP) or global HR credentials preferred.