VP of Talent & People Operations

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a VP of Talent & People Operations based in United States.This leadership role will own both talent acquisition and people operations for a rapidly growing, remote-first organization.You will build a recruiting engine capable of consistently identifying, assessing, and closing high-quality talent across a wide range of functions and seniority levels.Beyond hiring, you will design scalable people systems that support onboarding, performance, development, engagement, and retention.The role combines hands-on recruiting with strategic organizational design, workforce planning, and leadership enablement.You will work closely with senior leadership to ensure the organization has the right talent, structures, and processes to scale toward ambitious growth goals.With one direct report, you will have significant ownership and the opportunity to shape the people function from the ground up.This is an ideal opportunity for a recruiting-focused people leader who thrives in fast-moving, distributed, and contractor-centric environments.AccountabilitiesThe VP of Talent & People Operations will have end-to-end ownership of recruiting and people operations, balancing hands-on talent acquisition with the development of scalable systems that strengthen organizational performance and employee experience.Build and manage recruiting pipelines across LinkedIn, job boards, freelancer platforms, referrals, and other sourcing channels.Source, screen, and evaluate candidates based on competency, scorecard alignment, experience, and potential red flags.Run structured interviews, test projects, and candidate assessments while maintaining a strong and consistent candidate experience.Optimize sourcing channels based on performance and develop always-on talent pipelines for recurring and high-impact roles.Manage employer brand and reputation, including monitoring and responding to Glassdoor feedback and coordinating employee review initiatives.Track hiring funnel performance and deliver weekly reporting by role and sourcing channel against defined KPIs.Design and implement people systems covering onboarding, engagement, retention, and overall talent experience.Partner with leadership on organizational design, workforce planning, and capacity requirements as the business evolves.Establish performance management, evaluation, accountability, and professional development frameworks.Develop a consistent talent experience that supports engagement, satisfaction, high performance, and retention.Provide workforce insights and data-driven recommendations to support leadership decision-making.Manage relationships with external people operations and HR service providers as needed.Lead the people function with a focus on predictable, scalable systems that support continued organizational growth.RequirementsThe ideal candidate is a recruiting-strong, systems-oriented people leader who has personally delivered difficult hires while also building the infrastructure needed to retain and develop talent in a growing organization.3–5+ years of full-cycle recruiting experience, ideally within remote, e-commerce, or similarly fast-paced organizations.Proven experience hiring across areas such as marketing, operations, Amazon/e-commerce, product, and leadership.Hands-on experience conducting structured interviews, test projects, and group interviews.Familiarity with recruiting technologies such as LinkedIn Recruiter, Workable, and OnlineJobs.ph.Comfortable managing hiring workflows through Notion, ClickUp, lightweight ATS platforms, or similar tools.Excellent written communication skills, including job descriptions, candidate outreach, and direct candidate communications.Ability to manage 5–10 active roles simultaneously while maintaining quality and momentum throughout the process.Experience managing employer reputation and responding professionally to candidate or employee feedback.Experience building and maintaining hiring metrics, funnel reporting, and recruiting KPIs.5+ years of progressive HR or people operations experience, including leadership responsibility.Bachelor’s degree in Human Resources, Business, or a related field.Direct experience supporting contractor-centric, distributed, or remote teams.Demonstrated success designing and implementing compliant, scalable people systems.Strong understanding of contractor classification, employment law, and people-related risk mitigation.Strong project management, organizational, communication, and stakeholder management skills.Ability to work effectively with senior leadership in a fast-moving, remote-first environment.BenefitsRemote-first work environment with flexible working hours.Paid time off and holidays.Access to learning resources and professional development opportunities.Free access to company products.Regular interaction and collaboration with senior leadership, including the CEO and CMO.Opportunity to make a direct impact on the growth and development of a mission-driven organization.Stability and experience within an established, family-founded business.How Jobgether WorksWe use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.We appreciate your interest and wish you the best! Why Apply Through Jobgether?Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.