VP of People

7Seventy; United States; Remote; USD 227,000 - 250,000; Full time

Benefits offered by this job

Home office stipend

Co-working stipend

Development stipend

Health insurance

Flexible PTO

Parental leave

Job summary

7Seventy in the United States is seeking a VP of People to lead the full HR and people operations function across a distributed organization, including talent acquisition, onboarding, compensation, performance, and retention. This executive role demands hands-on execution blended with strategic leadership to scale a remote-friendly, high-growth B2B SaaS business.

You will build scalable talent strategies, advance remote workforce practices, implement AI-enabled workflows, and collaborate with

Qualifications

• Experience leading HR at scaling B2B SaaS with $30–$150M ARR.
• Hands-on HRBP experience and people-change leadership.
• Ability to design scalable talent and compensation programs.
• Strong remote-work governance and analytics.

Responsibilities

• Lead and develop the People team responsible for the entire employee lifecycle, including recruiting, onboarding, employee development, organizational development, retention, and engagement.
• Oversee global compensation programs, organizational design, performance management, and workforce development initiatives.
• Develop and execute a comprehensive talent acquisition strategy aligned with organizational growth and evolving workforce needs.
• Partner with hiring managers to strengthen recruiting practices, support hiring decisions, and improve the effectiveness of talent acquisition programs.
• Evaluate existing HR policies, people programs, and organizational practices to determine which approaches can scale effectively and where changes are required.
• Build and sustain a strong, values-driven organizational culture that supports accountability, employee performance, and engagement across a distributed workforce.
• Lead the development and management of systems and practices that enable effective remote work and collaboration.
• Establish people analytics, organizational health indicators, and performance measures to evaluate workforce effectiveness and the impact of HR programs.
• Use people data to inform decisions, challenge assumptions, identify emerging organizational needs, and adjust HR strategies based on measurable outcomes.
• Present workforce health, people program performance, and strategic progress to executive leadership and stakeholders across the organization.
• Align talent management, organizational development, and other HR initiatives with business objectives and changing organizational priorities.
• Identify opportunities to apply artificial intelligence within HR operations to improve efficiency, decision-making, and the effectiveness of people programs.
• Support broader organizational adoption of AI-enabled workflows and help employees use AI to improve how work is performed.
• Lead people-related organizational change initiatives, supporting teams as business strategies, operating models, and expectations evolve.
• Establish clear planning, prioritization, and execution processes that help the People team operate effectively and deliver measurable outcomes.
• Balance immediate organizational performance needs with long-term workforce strategy, continually testing, measuring, and refining people practices.

Skills

Strategic HR leadership

HRBP experience

Talent acquisition strategy

Compensation management

Performance management

People analytics

Remote workforce management

Job description

Experience: People leadership experience at a scaling B2B SaaS company with $30M–$150M in annual recurring revenue (ARR), including hands-on HR Business Partner (HRBP) experience

Core Areas: Human Resources Leadership, Talent Acquisition Strategy, Organizational Development, Compensation Management, Performance Management, Employee Engagement and Retention, People Analytics, Remote Workforce Management

Compensation: $227,000–$250,000 annually

The VP of People will lead the full human resources and people operations function, overseeing talent acquisition, employee onboarding, organizational development, compensation, performance management, and employee retention. This executive leadership position is responsible for developing scalable people strategies, strengthening organizational effectiveness, and aligning workforce programs with evolving business priorities.

The role combines strategic HR leadership with hands-on execution in a distributed organization. Key priorities include building a comprehensive talent strategy, supporting hiring managers, advancing remote workforce practices, measuring people program effectiveness, and integrating artificial intelligence into HR processes and organizational workflows. The position also involves evaluating existing people practices, identifying opportunities for improvement, and establishing clear priorities and accountability across the People function.

What You'll Do

• Lead and develop the People team responsible for the entire employee lifecycle, including recruiting, onboarding, employee development, organizational development, retention, and engagement.
• Oversee global compensation programs, organizational design, performance management, and workforce development initiatives.
• Develop and execute a comprehensive talent acquisition strategy aligned with organizational growth and evolving workforce needs.
• Partner with hiring managers to strengthen recruiting practices, support hiring decisions, and improve the effectiveness of talent acquisition programs.
• Evaluate existing HR policies, people programs, and organizational practices to determine which approaches can scale effectively and where changes are required.
• Build and sustain a strong, values-driven organizational culture that supports accountability, employee performance, and engagement across a distributed workforce.
• Lead the development and management of systems and practices that enable effective remote work and collaboration.
• Establish people analytics, organizational health indicators, and performance measures to evaluate workforce effectiveness and the impact of HR programs.
• Use people data to inform decisions, challenge assumptions, identify emerging organizational needs, and adjust HR strategies based on measurable outcomes.
• Present workforce health, people program performance, and strategic progress to executive leadership and stakeholders across the organization.
• Align talent management, organizational development, and other HR initiatives with business objectives and changing organizational priorities.
• Identify opportunities to apply artificial intelligence within HR operations to improve efficiency, decision-making, and the effectiveness of people programs.
• Support broader organizational adoption of AI-enabled workflows and help employees use AI to improve how work is performed.
• Lead people-related organizational change initiatives, supporting teams as business strategies, operating models, and expectations evolve.
• Establish clear planning, prioritization, and execution processes that help the People team operate effectively and deliver measurable outcomes.
• Balance immediate organizational performance needs with long-term workforce strategy, continually testing, measuring, and refining people practices.

Qualifications

Required Experience

• Previous experience leading a People or Human Resources function at a scaling B2B SaaS company with approximately $30 million to $150 million in annual recurring revenue (ARR).
• Demonstrated experience guiding organizations through growth stages and helping teams adapt to changing business environments and operating practices.
• Hands-on professional experience as an HR Business Partner (HRBP), with a strong understanding of how to align human resources strategies with business needs.
• Experience leading people-related organizational change and supporting teams through shifts in how work is organized and performed.

Required Skills

• Strong understanding of strategic human resources leadership, people strategy, and the relationship between organizational effectiveness and business performance.
• Ability to develop creative and innovative people strategies that improve employee performance, organizational effectiveness, and the employee experience.
• Practical understanding of how artificial intelligence can transform HR practices, workforce processes, and the way individuals and teams operate.
• Ability to translate AI-related opportunities into practical improvements in people programs and organizational workflows.
• Strong leadership capabilities, including the ability to establish high performance standards, develop others, and support effective execution.
• Clear, empathetic communication skills and the ability to lead effectively in a remote work environment.
• Ability to implement initiatives, evaluate results, adjust approaches, and balance near-term performance objectives with long-term organizational priorities.
• Flexible paid time off, with the freedom to choose holidays and vacation periods.
• 12 weeks of fully paid parental leave for new parents, including adoption and foster care.
• Home office stipend to support a productive remote workspace.
• Co-working stipend of up to $300 per month for employees who prefer working outside their homes.
• Annual professional development stipend of $1,800.
• Health insurance coverage for eligible employees and their dependents in the United States and Canada.

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