VP, People Operations

OpenKrill; United States; Remote; USD 220,000 - 320,000; Full time

Job summary

Pindrop is seeking an exceptional VP of People Operations in the United States. You will partner with the Chief People Officer to shape the people function, lead strategic initiatives, and drive organizational effectiveness across the business.

You will influence executives, build scalable systems, and champion a culture of continuous improvement and accountability. You will lead through coaching and empowerment, develop a high-performing team, and drive the adoption of AI-powered process

Responsibilities

• Partner with the CPO to translate priorities into People strategies.
• Serve as trusted advisor to executive leaders on workforce planning, talent, and organizational challenges.
• Lead the Quarterly ELT Talent & Organizational Business Review with Talent Acquisition and HRBP leadership to deliver insights.
• Identify emerging talent and organizational challenges with clear recommendations.
• Own the People Operations strategy and operating model; establish scalable systems and processes.
• Identify opportunities to improve organizational effectiveness, operational efficiency, and employee experience.
• Lead complex strategic initiatives from concept through execution, including business case development and implementation.
• Lead continuous improvement and AI transformation across the organization; drive AI education and upskilling.
• Build a disciplined operating cadence with clear priorities, accountability, and measurable outcomes.
• Lead continuous improvement across People Operations using AI, automation, data, and technology.
• Establish performance measures and accountability across People Operations.
• Provide strategic leadership for HR Operations, HRBPs, employee lifecycle programs, data governance, and compliance.
• Build and scale a strategic HRBP operating model.
• Lead performance management, talent calibration, succession planning, and employee experience programs.
• Partner with CPO and Finance on compensation strategy, workforce planning, and organizational design.
• Ensure People data analytics informs decisions; address systemic barriers to organizational effectiveness.
• Provide senior guidance on complex employee relations matters and organizational changes.

Job description

Who We Are

Pindrop is a cybersecurity company delivering continuous identity verification across voice, video, and digital interactions. Powered by the Pindrop Intelligence Network, our unified trust platform helps enterprises answer three critical questions:

Is this identity synthetic? Detect AI-generated and manipulated voice and video.Is this identity risky? Identify fraud, suspicious behavior, and other risk signals.Is this identity known? Authenticate identities using voice, device, behavioral, and other signals.

Pindrop brings this intelligence together across purpose-built trust engines to help organizations make informed decisions in real time — protecting customers, workforce interactions, and emerging AI-driven interactions.

Pindrop protects billions of high-risk interactions for enterprises, including leading financial institutions, insurers, and healthcare organizations. Its technology is informed by more than 8 billion real-world interactions annually and protected by 300+ patents.

Recognized by TIME as one of the 10 Most Influential Software Companies of 2026 and by Inc. for Best in Business for Innovation, Pindrop is backed by leading investors including Andreessen Horowitz, IVP, and CapitalG.

The Role

Pindrop is looking for an exceptional VP of People Operations who knows what great looks like because they've helped build it. We are seeking a proven People leader who has successfully built, scaled, and transformed People functions and is excited by the opportunity to do it again, better.

Reporting directly to the Chief People Officer, you will serve as a trusted strategic partner and play a critical role in shaping the future of our People organization. We are looking for someone who brings the experience and judgment to lead today, alongside the ambition and curiosity to continue growing toward broader enterprise leadership and, potentially, a future Chief People Officer role.

This is a role for someone who sees what needs to be done before being asked. You can identify opportunities across the business, develop a thoughtful strategy, build a comprehensive execution plan, align stakeholders, and lead initiatives from concept through implementation and measurable results. You bring structure to ambiguity, take ownership of outcomes, and set a high standard for execution excellence.

Just as importantly, you genuinely care about people and understand that building a strong culture and delivering business results go hand in hand. You balance empathy with accountability, are comfortable making difficult decisions, and believe that developing others is one of your most important responsibilities as a leader.

You will lead through coaching, empowerment, and clear expectations rather than micromanagement. You will operate comfortably at every altitude, influencing executive decisions while building the capabilities, systems, and team needed to execute exceptionally well.

This is an opportunity for an ambitious, accomplished People executive who wants to make a meaningful impact, build an exceptional organization, and continue growing toward the next chapter of their leadership career.

What You'll Do

1. People Strategy & Executive Partnership

• -Partner closely with the CPO to translate business priorities into actionable People strategies that strengthen organizational effectiveness, talent capabilities, and business performance.
• -Serve as a trusted advisor to executive and functional leaders, bringing informed perspectives, sound judgment, and data-driven recommendations on workforce planning, talent, organizational effectiveness, and people-related business challenges.
• - Lead the Quarterly ELT Talent and Organizational Business Review, partnering with Talent Acquisition and HRBP leadership to deliver meaningful insights, identify organizational risks, and recommend actions.
• - Proactively identify emerging talent and organizational challenges, bringing forward clear recommendations, business implications, risks, and proposed solutions rather than simply reporting on activity.
• -Build strong cross-functional relationships and influence decisions across the organization, balancing employee needs, business priorities, and long-term organizational health.

2. Strategic Execution & Operational Excellence

• -Own the People Operations strategy and operating model, establishing scalable systems, processes, governance, and operating rhythms that enable the function to deliver consistently and effectively.
• - Proactively identify opportunities to improve organizational effectiveness, operational efficiency, and employee experience, translating insights into actionable initiatives.
• - Lead complex strategic initiatives from concept through execution, including business case development, comprehensive project planning, stakeholder alignment, implementation, change management, and measurement of results.
• - Lead continuous improvement and AI transformation across the organization, bringing demonstrated AI fluency and a passion for championing its adoption. Drive AI education, training, and upskilling initiatives across the organization while leveraging AI, automation, and data to modernize processes, improve efficiency, and increase business impact.
• - Build a disciplined operating cadence with clear priorities, accountability, executive checkpoints, and measurable outcomes, moving the People organization from reactive execution to proactive, strategic delivery.
• - Lead continuous improvement across People Operations, challenging existing processes and leveraging AI, automation, data, and technology to simplify work, improve quality, and increase organizational impact.
• -Establish performance measures and accountability across People Operations, ensuring initiatives deliver meaningful outcomes, sustainable adoption, and continuous improvement.

3. People Operations, Talent & Organizational Effectiveness

• -Provide strategic leadership and accountability for HR Operations, HR Business Partners, employee lifecycle programs, People systems, data governance, and operational compliance, empowering functional leaders and team members to own day-to-day execution.
• - Build and scale a strategic HRBP operating model that positions HR Business Partners as proactive advisors to business leaders, connecting talent strategy to organizational priorities and business outcomes.
• - Lead through the team to deliver effective performance management, talent calibration, succession planning, leadership development, and employee experience programs.
• - Partner with the CPO and Finance on compensation strategy, workforce planning, and organizational design, bringing forward insights, recommendations, and implementation plans that support business priorities.
• - Ensure the People organization delivers accurate, actionable workforce data and analytics, using insights to identify trends, anticipate risks, and inform decisions.
• - Partner with leaders to identify and address systemic barriers to organizational effectiveness, including leadership capability, accountability, communication, and employee engagement.
• -Provide senior-level guidance on complex employee relations matters and organizational changes, ensuring decisions reflect sound judgment, consistency, legal considerations, and Pindrop's values.

4. People Leadership, Culture & Team Development

• -Lead and develop a high-performing People team, establishing a culture of trust, accountability, collaboration, continuous learning, and exceptional service to the business.
• - Make the development of direct reports a leadership priority, investing in coaching, meaningful feedback, stretch opportunities, and intentional career development.
• - Lead through empowerment rather than micromanagement, providing clear expectations, decision-making authority, and accountability while giving team members the autonomy and support to succeed.
• - Build leadership capability and succession strength within the Peo