Industry: Enterprise SaaS, AI-Enabled Technology, Cloud Platforms, Digital Workplace, People Operations, Workforce Strategy, and Organizational Transformation
Location: USA Remote
Compensation Package: $382K – $468K
About the Organization
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, people operations, workforce strategy, and organizational transformation organization supporting a high-performing, distributed workforce across the United States. The company operates in a fast-moving technology environment where human resources leadership directly influences business execution, leadership capability, employee experience, workforce planning, organizational design, culture, compliance, retention, productivity, and long-term enterprise growth.
This is not a traditional HR leadership role focused only on policy administration, employee relations support, or routine HR operations. The Senior Vice President Human Resources will serve as a senior enterprise leader responsible for connecting HR strategy with business performance. This role will help shape how the company attracts, develops, supports, organizes, rewards, and retains talent across a remote-first, technology-driven organization.
The company is continuing to invest in scalable HR operations, workforce planning, leadership development, performance management, employee experience, compensation strategy, talent mobility, people analytics, manager effectiveness, HR technology, compliance readiness, organizational design, and change management. As the organization grows, leadership is seeking a Senior Vice President Human Resources who can bring executive presence, operational discipline, business partnership, and modern HR leadership to a highly visible role.
The Senior Vice President Human Resources will lead HR strategy and execution across HR business partnership, employee relations, talent management, performance systems, organizational effectiveness, compensation and benefits partnership, HR operations, workforce planning, employee engagement, people analytics, compliance alignment, and leadership advisory support. This executive will work closely with the CEO, Chief People Officer, CFO, COO, Legal, Finance, Technology, Product, Engineering, Revenue, Customer Success, Operations, Marketing, and Executive Leadership.
This role requires a leader who understands how HR decisions affect the entire business. The ideal candidate will know how to advise senior leaders, build scalable people processes, improve manager capability, strengthen employee trust, support organizational change, manage sensitive employee matters, improve HR service delivery, and use people data to guide better workforce decisions.
The selected candidate will help build a more mature, consistent, and business-aligned HR operating model. This includes improving performance routines, strengthening leadership accountability, supporting organizational redesign, enhancing employee experience, improving people analytics, building stronger HR processes, and ensuring the company scales with discipline, fairness, and trust.
This is a high-impact opportunity for a senior HR leader who wants to influence enterprise talent strategy, improve how leaders manage teams, build strong people systems, and help a large technology company grow with clarity, accountability, and employee-centered leadership.
Essential Duties and Responsibilities
• Lead enterprise HR strategy and execution across HR business partnership, employee relations, talent management, organizational effectiveness, HR operations, workforce planning, performance management, and employee experience.
• Partner with the CEO, Chief People Officer, and executive leadership team to define workforce priorities, HR operating plans, leadership expectations, talent risks, and organizational capability needs.
• Build and execute HR programs that support business growth, employee engagement, leadership effectiveness, retention, compliance, workforce scalability, and operating discipline.
• Lead HR business partner teams in advising business leaders on organization design, workforce planning, employee relations, performance management, talent development, and change management.
• Support organizational design initiatives including role clarity, reporting structures, leadership layers, workforce planning, team effectiveness, and operating model improvement.
• Strengthen performance management systems, including goal-setting, performance reviews, calibration routines, feedback practices, manager accountability, and talent differentiation.
• Partner with Talent Acquisition and business leaders to support hiring strategy, workforce planning, critical role prioritization, executive hiring coordination, and candidate experience improvement.
• Lead employee relations strategy and ensure complex employee matters, investigations, workplace concerns, policy issues, and leadership escalations are handled consistently and professionally.
• Partner with Legal and Compliance to ensure employment practices, policies, documentation, investigations, and workplace standards meet applicable requirements and internal expectations.
• Partner with Compensation and Finance to support salary planning, incentive alignment, rewards strategy, workforce cost visibility, headcount planning, and budget discipline.
• Build people analytics and HR reporting routines covering attrition, engagement, hiring, performance, retention, employee relations, workforce movement, manager effectiveness, and organizational health.
• Improve HR operations by strengthening service delivery, HR systems usage, process documentation, employee support standards, case management, and data quality.
• Support change management for business transformation, system implementations, organizational redesigns, leadership changes, policy updates, and workforce initiatives.
• Build, mentor, and lead HR teams while creating a culture of trust, accountability, business partnership, confidentiality, employee care, and operational excellence.
Job Qualifications and Requirements
• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Industrial Relations, Labor Relations, Organizational Development, or a related field required.
• MBA, master’s degree, or advanced education in HR leadership, organizational development, workforce strategy, or business leadership strongly preferred.
• Professional certifications such as SHRM-SCP, SPHR, GPHR, CCP, CEBS, Prosci, HRCI, or similar credentials preferred.
• 15+ years of progressive experience in human resources, HR business partnership, employee relations, people operations, talent management, organizational effectiveness, workforce planning, or HR leadership.
• 8+ years of senior leadership experience managing HR teams, HR business partner organizations, employee relations functions, people operations teams, talent programs, or organizational effectiveness initiatives.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, digital products, consulting, healthcare technology, or large distributed enterprise environments strongly preferred.
• Proven success building HR strategies, scaling HR operating models, advising senior leaders, improving employee experience, supporting organizational change, and strengthening people processes.
• Strong understanding of workforce planning, employee relations, employment practices, performance management, compensation partnership, HR operations, talent management, people analytics, and compliance support.
• Experience leading HR programs in remote, hybrid, multi-state, high-growth, transformation-focused, or technology-driven organizations.
• Familiarity with HR systems and people platforms such as Workday, UKG, ADP, BambooHR, Greenhouse, Lever, Lattice, Culture Amp, ServiceNow HRSD, Visier, Tableau, Power BI, or similar platforms preferred.
• Strong business and financial acumen with experience managing workforce planning, labor cost visibility, compensation cycles, headcount governance, and people investment decisions.
• Experience working directly with CEOs, Chief People Officers, executive committees, Legal, Finance, Technology, Operations, Revenue, Product, managers, employees, and external advisors.
• Excellent executive communication, coaching, conflict resolution, change leadership, organizational diagnosis, and stakeholder management skills.
Personal Capabilities and Qualifications
• Strategic HR leader with the ability to connect people strategy, business priorities, leadership effectiveness, employee experience, compliance discipline, and organizational performance.
• Strong executive presence with the confidence to advise senior leaders on talent risk, organizational health, employee relations, workforce planning, and leadership accountability.
• Business-minded and practical, with the ability to understand how HR decisions affect productivity, growth, profitability, retention, customer outcomes, and enterprise value.
• Employee-centered and balanced, with the ability to support employee trust while maintaining clear expectations, sound judgment, and business discipline.
• Operationally disciplined with the ability to build scalable HR processes, improve service delivery, strengthen documentation, and create reliable people systems.
• Data-informed with the ability to use people analytics, engagement data, attrition patterns, hiring trends, employee relations insights, and performance signals to guide decisions.
• Strong change leader who can support transformation, organizational redesign, leadership transitions, new operating models, and remote workforce evolution.
• Collaborative and able to align Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and Executive Leadership around shared people priorities.
• Calm and balanced under pressure, especially during employee relations matters, executive transitions, organizational changes, performance concerns, or sensitive workforce decisions.
• High integrity and discretion when handling employee information, compensation data, executive matters, investigations, workforce plans, legal issues, and confidential business materials.
Strategic Support
The Senior Vice President Human Resources will provide strategic leadership by helping the organization build stronger HR systems, improve leadership effectiveness, support employee trust, and align workforce strategy with business execution.
This role will help leadership make better decisions about organizational design, workforce planning, employee engagement, talent development, performance management, employee relations, compliance, compensation partnership, and HR operations. The SVP will ensure HR is managed as a strategic business function that supports scale, accountability, fairness, and measurable enterprise performance.
Key areas of strategic support may include:
• Enterprise HR strategy and workforce roadmap development.
• HR business partnership and leadership advisory support.
• Organizational design and operating model improvement.
• Workforce planning, headcount governance, and labor cost visibility.
• Employee relations strategy and workplace issue resolution.
• Performance management and talent calibration.
• Leadership development and manager capability support.
• Employee experience, engagement, and retention strategy.
• Compensation, benefits, and rewards partnership.
• People analytics, workforce insights, and organizational health measurement.
• HR operations modernization and people systems optimization.
• Change management and workforce transformation support.
• Compliance partnership and employment practice consistency.
• Executive reporting on HR priorities, talent risk, and workforce trends.
The Senior Vice President Human Resources will help ensure the organization has the HR structure, leadership support, employee experience, and operational discipline required to scale responsibly and perform at a high level.
Working Conditions
• Location: USA Remote.
• Primarily remote executive leadership environment with regular executive meetings, workforce planning sessions, employee experience updates, HR operations reviews, people analytics discussions, employee relations reviews, and cross-functional strategy meetings.
• Flexibility required during executive hiring, organizational changes, employee relations matters, workforce planning cycles, compensation reviews, engagement surveys, compliance reviews, or urgent people-related matters.
• Occasional travel may be required for leadership offsites, employee events, executive sessions, company gatherings, HR workshops, workforce planning sessions, or strategic planning meetings.
• Regular collaboration with the CEO, Chief People Officer, Executive Leadership, HR, Talent Acquisition, Finance, Legal, Operations, Product, Engineering, Revenue, Marketing, Customer Success, Technology, and external advisors.
• Fast-paced enterprise technology environment with high visibility around leadership effectiveness, employee trust, workforce planning, retention, culture, compliance, and organizational performance.
• Role requires handling confidential employee records, compensation plans, executive discussions, workforce strategy, legal matters, investigations, performance concerns, and leadership communications with discretion.
Job Function
• Senior HR Leadership
• Human Resources Strategy
• HR Business Partnership
• Employee Relations
• Talent Management
• Organizational Effectiveness
• Workforce Planning
• Performance Management
• Employee Experience
• HR Operations
• People Analytics
• Change Management
• Compensation Partnership
• Compliance Support
• Executive HR Reporting
Compensation & Benefits
Compensation Package: $382K – $468K
The total compensation package may include base salary, executive performance bonus, HR performance incentives, workforce strategy incentives, long-term incentives, equity participation where applicable, and additional executive-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• HR strategy, organizational performance, and workforce outcome incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Executive visibility across people, operations, finance, legal, and business leadership.
• Executive coaching, HR leadership development, and professional growth support.
• Support for HR leadership, organizational development, people analytics, compensation strategy, workforce planning, employment law awareness, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern HRIS, talent acquisition, performance management, engagement, case management, analytics, collaboration, and workforce planning platforms.
Why Join Us
This is an opportunity to join a large technology-driven organization where human resources leadership directly influences employee trust, leadership capability, workforce strategy, organizational performance, and long-term business success.
The Senior Vice President Human Resources will have the authority and visibility to strengthen HR business partnership, improve employee experience, guide organizational design, support remote workforce excellence, modernize HR operations, and build a scalable people operating model.
You will work in an environment that values accountability, employee care, data-driven decisions, responsible leadership, business partnership, and practical innovation. The company is investing in HR systems, people analytics, manager capability, employee experience, workforce planning, and scalable remote-first operating practices.
For a senior HR executive who enjoys advising leadership, building strong people systems, improving employee experience, supporting organizational change, and turning HR strategy into measurable enterprise value, this role offers the scope, influence, and leadership platform to make a major impact.