VP, People Operations

H & A Resources, LLC; Santa Monica (CA); On-site; USD 165,000 - 175,000; Full time

Benefits offered by this job

Health benefits

Job summary

H & A Resources, LLC in Santa Monica, CA, is seeking a hands-on Vice President, People Operations to steer the People function amid growth and acquisitions. You’ll advise the leadership team and own the employee experience while leading a small HR group.

This role blends executive strategy with hands-on execution, shaping compensation, org design, talent development, and HR operations. You’ll ensure compliance with California law, build dashboards, and partner with Finance on budgeting and

Qualifications

• Progressive HR leadership experience, including time as the senior People leader at a growing organization.
• Track record of advising CEOs and executive teams.
• Hands-on M&A experience: due diligence, integration planning, employee communications and post-close execution.
• Experience building job architecture and career paths.
• Experience designing compensation structures, salary bands and incentive programs.
• Strong knowledge of California employment law and HR compliance.
• Experience overseeing payroll, benefits and retirement plan vendors and controls.
• Experience leading and developing HR teams, and handling complex employee relations matters.
• Strong business and financial acumen, sound judgment and executive presence.
• Bachelor’s degree or equivalent experience.
• SPHR or SHRM-SCP preferred
• Agency, professional services or marketing background a plus

Responsibilities

• Set and execute a People strategy tied to growth plans and acquisition activity.
• Lead the People workstream for acquisitions, from due diligence and workforce assessment through integration planning and post‑close execution.
• Build a repeatable integration playbook. Align acquired teams on titles, levels, compensation, benefits, policies and systems.
• Build a company‑wide job architecture: job families, levels, titles, competencies, career paths and consistent job descriptions.
• Own compensation philosophy, salary bands, incentive structures and annual comp planning with Finance.
• Oversee performance management, succession planning and talent reviews.
• Lead culture, engagement and change management across existing and acquired teams.
• Oversee recruiting and coach the company’s recruiter on hiring standards, leveling and offers.
• Provide executive oversight of payroll, benefits, 401(k), HR systems and People vendors.
• Ensure People practices comply with federal, California and local employment law.
• Build People dashboards and use workforce data to guide executive decisions.

Skills

HR leadership

CEOs advisory

M&A experience

Job architecture

Compensation design

California HR law

Payroll & benefits

HR team leadership

Business acumen

Marketing background

SPHR/SHRM preferred

Education

Bachelor's degree or equivalent

Job description

Vice President, People Operations

Santa Monica, CA | Onsite, 5 days a week | Full-time

Base salary: $165,000 to $175,000, plus benefits

About the Company

Our client is a fast-growing, data-driven marketing consultancy that helps brands launch, scale and grow. Its integrated teams cover strategy, creative, media, lifecycle, content, web and analytics. The culture values accountability, collaboration, curiosity and measurable impact. The company has about 150 people and is actively acquiring other businesses.

The Opportunity

We’re looking for a hands‑on VP, People Operations to lead the People function through a period of significant growth and acquisitions. As the senior People executive, you’ll advise the leadership team and own the full employee experience. You’ll also lead a team of two HR professionals and one recruiter, moving easily between executive strategy and hands‑on execution.

What You’ll Do

• Set and execute a People strategy tied to growth plans and acquisition activity. This includes workforce planning, org design and the People budget.
• Lead the People workstream for acquisitions, from due diligence and workforce assessment through integration planning and post‑close execution.
• Build a repeatable integration playbook. Use it to align acquired teams on titles, levels, compensation, benefits, policies and systems.
• Build a company‑wide job architecture: job families, levels, titles, competencies, career paths and consistent job descriptions.
• Own compensation philosophy, salary bands, incentive structures, promotion guidelines and annual comp planning with Finance.
• Oversee performance management, succession planning and talent reviews.
• Lead culture, engagement and change management across existing and acquired teams.
• Oversee recruiting and coach the company’s recruiter on hiring standards, leveling and offers.
• Provide executive oversight of payroll, benefits, 401(k), HR systems and People vendors.
• Make sure People practices comply with federal, California and local employment law, including worker classification.
• Build People dashboards and use workforce data to guide executive decisions.

What You Bring

• Progressive HR leadership experience, including time as the senior People leader at a growing organization
• A track record of advising CEOs and executive teams
• Hands‑on M&A experience: due diligence, integration planning, employee communications and post‑close execution
• Experience building job architecture and career paths
• Experience designing compensation structures, salary bands and incentive programs
• Strong knowledge of California employment law and HR compliance
• Experience overseeing payroll, benefits and retirement plan vendors and controls
• Experience leading and developing HR teams, and handling complex employee relations matters
• Strong business and financial acumen, sound judgment and executive presence
• Bachelor’s degree or equivalent experience
• SPHR or SHRM‑SCP preferred
• Agency, professional services or marketing background a plus

Why This Role

This is a chance to build the People infrastructure at a growing, acquisitive company. You’ll have a real seat at the leadership table and a direct impact on how the organization scales.

We encourage qualified candidates to apply even if they don’t meet every listed qualification. Our client is committed to an inclusive workplace where people of all backgrounds can thrive.