The client is seeking a Vice President of People & Culture to lead and evolve the organization’s people strategy into a scaled, future-ready human capital ecosystem. This role serves as the head of the People & Culture function and an extension of the executive leadership team, helping ensure internal culture, talent architecture, and organizational discipline reflect the organization’s mission. The vice president will guide enterprise-wide change and is expected to translate long-term ambitions into a comprehensive people roadmap, leading with intention across people systems such as performance frameworks and total rewards, and partnering closely with senior leaders on complex talent and organizational decisions with an emphasis on long-term health and risk mitigation.
The VP will help architect the organization’s multi-year People Strategy, maintaining alignment between workforce planning and the client’s programmatic goals. Responsibilities include shaping strategic priorities, sequencing, and execution roadmaps; partnering with the executive team on enterprise-level decisions related to talent, structure, and organizational direction; and bringing an external, forward-looking perspective on workforce trends and the future of work to sustain relevance and competitiveness. The role also includes serving as a strategic adviser to senior and peer leaders, supporting organizational design and talent decisions that promote effectiveness across the enterprise.
Key responsibilities further include leading organizational design to ensure structures, roles, and operating models support scale, clarity, and accountability. The VP will develop and drive long-term workforce strategy, including workforce planning, capability building, and leadership development, and will align team structures and talent strategies with evolving organizational needs. The role also involves leading enterprise change management to help the organization adopt and sustain new ways of working, establishing high-performance frameworks to enable consistency across teams, and supporting the continued refinement, stabilization, and scaling of core HR infrastructure covering areas such as compliance, payroll, leave, and employee relations.