[Hiring] VP, People @Collectivus

Role Description

The VP, People is a senior People leader responsible for translating business priorities into an effective, consistent, and scalable global People strategy. This role provides leadership across HR business partnership, global associate experience, talent acquisition, organizational effectiveness, performance, and core People programs across multiple business units and jurisdictions.

Key Responsibilities

• People Leadership & Functional Oversight
  • Lead and develop key People functions, including HR Business Partnership, Global Experience, and Talent Acquisition, ensuring clear priorities, accountability, and strong execution.
  • Build an integrated People operating model that connects business partnership, recruiting, associate experience, performance, and organizational priorities.
  • Coach and develop People leaders and team members, strengthening capability and creating clear ownership across the function.
  • Establish consistent People practices and service standards across business units and geographies while allowing for appropriate local flexibility.
• HR Business Partnership & Leadership Support
  • Provide strategic guidance to senior leaders on organizational effectiveness, workforce planning, team structure, performance, employee relations, and leadership matters.
  • Oversee the HR Business Partner function and ensure leaders receive proactive, business-oriented People support.
  • Partner with leaders on organizational changes, growth initiatives, integrations, and evolving business needs.
  • Use sound judgment to navigate complex and sensitive associate matters in partnership with appropriate internal and external resources.
• Global Associate Experience
  • Oversee the global associate experience strategy, including onboarding, engagement, recognition, communications, culture, and key moments across the associate lifecycle.
  • Drive a consistent global experience that reflects company values while recognizing local cultural and jurisdictional differences.
  • Use associate feedback, engagement data, and business insights to identify opportunities and improve the employee experience.
• Talent Acquisition & Workforce Planning
  • Lead the global recruiting function and ensure hiring strategies align with business priorities, workforce plans, and growth needs.
  • Ensure the recruiting function delivers a consistent, high-quality candidate and hiring manager experience across regions and business units.
  • Provide oversight of recruiting strategy, processes, selection practices, and hiring standards, identifying opportunities to improve effectiveness and scalability.
  • Partner with the Director, HRBP and business leaders on workforce planning, organizational structure, and anticipated talent needs.
  • Partner with leaders to clarify hiring needs, organizational structure, role requirements, and prioritization of open positions.
  • Monitor recruiting effectiveness, including time to fill, quality of hire, hiring trends, and workforce demand.
• Performance & Organizational Effectiveness
  • Oversee global performance management and talent review processes, ensuring they are practical, consistent, and connected to business performance.
  • Partner with leaders on succession, critical roles, internal mobility, and leadership pipeline needs.
  • Support organizational design, role clarity, decision rights, and team effectiveness as the business evolves.
  • Identify capability gaps and partner with appropriate resources to address leadership, manager, or organizational development needs.
• Global People Programs & Governance
  • Partner with the EVP, People to execute the global People strategy and annual priorities.
  • Ensure People programs, policies, and practices are scalable, consistently applied, and aligned with business needs and local requirements.
  • Collaborate with People Operations, Legal, Finance, and business leadership on employment practices, compliance, compensation, benefits, systems, and other cross-functional People matters.
  • Support change management and communication for enterprise initiatives, organizational changes, and People programs.
• People Analytics & Business Insights
  • Establish and monitor meaningful People metrics across recruiting, retention, engagement, performance, workforce trends, and associate experience.
  • Translate People data into clear insights, risks, and recommended actions for senior leadership.
  • Continuously assess the effectiveness of People programs and team delivery, simplifying or improving processes where needed.

Qualifications

• 6+ years of progressive HR/People experience, including significant leadership responsibility across multiple People disciplines.
• Experience leading HR Business Partners and broader People teams, with direct oversight of multiple HR functions.
• Demonstrated global HR experience supporting associates and leaders across multiple countries, jurisdictions, or regions.
• Strong experience partnering with senior executives and translating business priorities into practical People strategies and actions.
• Broad HR leadership experience across employee relations, organizational effectiveness, recruiting, associate experience, performance management, workforce planning, and change management.
• Experience operating in complex, multi-entity, high-growth, or evolving organizations.
• Strong business judgment, communication, and executive presence with the ability to balance strategy with hands-on execution.

Preferred

• Experience leading People functions in a global, multi-brand, or decentralized organization.
• Experience supporting organizational transformation, integration, or rapid growth.
• Working knowledge of global employment practices and experience partnering with local HR resources or external counsel across jurisdictions.
• Experience using People analytics and HR technology to improve decision-making and operational effectiveness.

Core Competencies

• Enterprise and business-minded People leadership
• Executive partnership and influence
• Team leadership, coaching, and accountability
• Global mindset and cultural awareness
• Strong judgment and practical problem-solving
• Organizational effectiveness and change leadership
• Data-driven decision-making
• Ability to operate effectively in fast-paced, evolving environments