Vice President, People

A LITTLE BIT ABOUT Boldr

• Boldr is the first global B-Corp dedicated to delivering world-class customer experience while creating access to dignified, meaningful work in communities around the world.
• We're a globally diverse team operating across multiple countries and time zones, with ambitious growth goals.
• As a certified B Corp and Public Benefit Corporation, we hold ourselves to high standards of stakeholder equity, transparency, and measurable impact.

LET'S START WITH OUR VALUES

• Meaningful connections start with AUTHENTICITY
• We do our best work by being CURIOUS
• We grow by remaining DYNAMIC
• Our success combines AMBITIOUS VISION with OPERATIONAL EXCELLENCE 
• At the heart of great partnerships, we'll always find EMPATHY

WHAT IS YOUR ROLE

As VP of People, you are the executive leader accountable for Boldr's global People strategy and the full employee lifecycle. You will lead and unify a multi-disciplinary People org across:

• People Business Partners (PBP)
• People Operations
• Total Rewards
• Talent Acquisition
• Talent & People Engagement (incl. L&D and engagement programming)

This role is for a scaler, optimizer and modernizer: someone who can sit at the SLT (Senior Leadership Team) table as a peer, translate People insights into business strategy, and modernize how People work through automation, analytics, and clear operating rhythms all without losing the human center.

WHY DO WE WANT YOU

We're looking for an impact-driven People leader who will help Boldr grow sustainably. We want someone who will champion our values, raise the bar for leadership, protect organizational health, and build systems that scale. We do everything we do so our team members can thrive as we grow. This requires immense focus and you'll be responsible for shaping the next generation of Boldr's leaders by designing the frameworks, development pathways, and cultural standards that empower people to lead with purpose, excellence, and empathy

WHAT WILL YOU DO
Executive Leadership & Strategic Influence

• Serve as a key strategic partner to the Senior Leadership Team on org design, leadership effectiveness, workforce planning, and culture.
• Bring clear, high-integrity counsel on sensitive topics (performance, promotions, compensation, restructures).
• Build an operating cadence for People that ties directly to business outcomes (growth, margin, retention, delivery health).
• Represent the entirety of Boldr's People Organization in critical Client and sales conversations.
  
  

Scale the People Function (Hundreds → Thousands)

• Design the People operating model for Boldr's next stage: what becomes centralized vs specialized, what becomes COE, what stays local.
• Build scalable processes that don't rely on heroics or manual workarounds.
• Create clarity: decision rights, RACI, service levels, escalation paths, and "how People decisions get made here."
• Leads the development of scalable and compliant People systems and internal / external workflows for our Managed Outsourcing and Global Employment business lines across all regions.

People Ops, Systems, Automation (Shared Services Mindset)

• Modernize People infrastructure (HRIS workflows, self-service, ticketing/service delivery, knowledge base, automation).
• Establish data integrity and reporting discipline: headcount, attrition, engagement, performance outcomes, comp decisions.
• Create transparency norms that build trust while managing risk appropriately.
• Have a strong point of view on HRIS systems and technology (we have recently chosen Rippling as our system of record) and are hoping to have you lead as SME for designing and building our workflows.

Total Rewards (Equity-Minded + Financially Fluent)

• Evolve compensation philosophy and governance (benchmarking against updated market and living wage baselines across all geographies).
• Lead comp cycles with rigor and clarity (timelines, manager enablement, auditability, communication).
• Partner with the business to design improvements in our compensation philosophy and salary review process.
  

Talent Acquisition & Workforce Planning

• Partner with TA to structure scalable hiring plans tied to forecasted demand and partner with our local team to build  diverse hiring pipelines that create a wide funnel for new talent.
• Improve quality-of-hire signals and selection consistency (scorecards, interviewer training, structured loops).
  

Learning, Performance, Engagement

• Raise leadership capability through repeatable manager development and L&D programming. Champion Leadership Development programs and partner with the business to identify Boldr's next generation of Leaders. 
• Strengthen performance management so it drives clarity, growth, and accountability (not bureaucracy).
• Build internal mobility pathways as a retention lever.
  

Employee Relations, Compliance, Global Nuance

• Ensure compliance across regions and operating models. 
• Lead sensitive ER issues with consistency and empathy.
• Build confidence with internal and external stakeholders by translating local labor realities into business decisions (including client-facing meetings).

Requirements

WHAT WE'LL LIKE ABOUT YOU YOU ARE…

• A high-integrity executive who communicates clearly, especially in ambiguity.
• A calm, credible change leader who can move leaders and teams through transitions.
• A systems thinker with a bias for action (you ship improvements and sustain them).
• People-first and business-fluent. You can defend people strategy in financial terms.
• Tech-savvy enough to modernize People through automation and strong system design.
  

YOU HAVE…

• 10+ years in People/HR, with 5+ years leading multi-function teams
• Proven experience scaling orgs from hundreds to thousands (not just 10→100)
• Evidence you've built (or rebuilt) People infrastructure: operating model, shared services, analytics, comp governance, performance systems, learning ecosystems.
• Experience working across countries/cultures with strong and varied labor/compliance instincts.
• Demonstrated ability to leverage HR technology to drive People workstreams. Familiarity with tools such as Workable (ATS), Rippling (HRIS), PayScale (compensation) and Juno Journey (LMS/LXP) are key components of our HR tech ecosystem. Experience working with various HR tools: Workable, Rippling, PayScale, Juno are part of our HR Tech Stack
• Strong change management track record (reorgs, growth stage transitions, crisis comms).
• Executive-level presence: you can influence peers and clients and push back when needed.
  

NICE TO HAVES…

• Experience and comfort navigating organizational growth for Boldr and our Clients.
• Experience supporting client-facing labor/people conversations in a service business.
• Experience or a desire to be working in a certified B Corp / purpose-led environment.
• SHRM-SCP / SPHR (helpful, not required).

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