New

Vice President, People Experience

United States

ABOUT PER SCHOLAS:

For 30 years, Per Scholas has been on a mission to drive mobility and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we're forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 30,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. Learn more by visiting PerScholas.org and follow us on LinkedIn, X, Facebook, Instagram, and YouTube.

Per Scholas preferred hires reside within the following states: AZ, CA, CO, FL, GA, IL, IN, KS, MD, MA, MI, MO, NC, NJ, NY, OH, PA, TX, WA

 

Vice President, People Experience

Reports To: Chief People Officer (CPO)   FLSA: Exempt   Location: Flexible / Remote   Compensation: $115,000 – $120,000

Role Summary

The VP, People Experience is a transformative leader and primary architect of our talent ecosystem. This role owns the initial sourcing through the critical 90-day integration milestone of the employee journey. You will lead Recruiting, Sourcing, and People Operations, while managing a sophisticated hybrid pipeline of FTE hires and temporary staffing vendors.

As a high-performing people leader, you will foster a culture of extreme accountability and agility, ensuring our growth toward 2030 is built on a foundation of standardized job architecture, equitable compensation alignment, and scalable operational workflows.

Core Leadership DNA

  • High-Performing Leadership: Proven ability to build, inspire, and elevate a high-output team.
  • Agility & Quick Pivots: Thrives in a fast-paced environment; able to shift strategies rapidly as organizational needs evolve without losing momentum.
  • Relationship-Oriented: A natural bridge-builder who leads with empathy, active listening, and a collaborative spirit.
  • Accountability & Feedback: Cultivates a feedback-loop culture where radical candor and ownership are the standard.

Key Responsibilities

Strategic Leadership & Process Architecture

  • Process Ownership: Design, document, and maintain all standard operating procedures (SOPs) for the Recruiting, Sourcing, and People Ops teams to ensure peak efficiency.
  • Job Architecture Governance: Own the central repository of all organizational job descriptions. Ensure every JD follows a consistent format, reflects current business needs, and is audited on a regular cadence.
  • People Rewards Partnership: Partner closely with the People Rewards team to ensure every role is benchmarked for compensation alignment before going to market.
  • Strategic Planning: Partner with the CPO to align People Experience strategies with 2030 growth goals and culture transformation.
  • Workforce Planning & Req Approval: Collaborate with internal partners to build an automated approval workflow—from budget alignment through req approval to ATS publishing.
  • Talent Intelligence: Maintain a deep understanding of internal talent and the broader recruiting market to inform workforce planning and talent strategy.
  • Talent Strategy Partnership: Serve as a consultative partner in talent strategy, connecting internal needs with external market access.

Vendor & Hybrid Talent Management

  • External Pipeline Management: Establish and lead relationships with external staffing vendors and Managed Service Providers (MSPs) to ensure a seamless temp-to-perm and direct-hire talent flow.
  • Vendor Accountability: Define and monitor SLAs for external partners, including quality of hire, diversity of candidate slates, and time-to-submit.

Talent Acquisition & The Pipeline-to-90-Day Journey

  • Integrated Sourcing: Direct internal sourcing and recruiting teams to work in lockstep with external vendors, ensuring a friction-free candidate experience across lead generation, passive screening, and market mapping.
  • Immersive Onboarding: Design and implement a standardized onboarding framework that ensures every hire—regardless of source—is fully integrated and culturally aligned by Day 90.
  • Quality of Hire: Champion a high bar for talent quality, with a focus on reducing and maintaining 90-day and 1-year attrition below 12%.
  • Direct Sourcing: Lead strategic direct sourcing efforts to uncover and engage top passive candidates in the external market.
  • Process Innovation: Introduce automation to maximize efficiency while maintaining an engaging experience for hiring managers and candidates alike.
  • Cross-Functional Partnership: Collaborate closely with People Team peers to ensure a seamless experience across the full employee lifecycle for leaders, staff, and candidates.

Qualifications

  • Leadership Excellence: Demonstrated track record of leading teams through rapid change while maintaining high engagement and accountability.
  • Systems Thinking: Proven experience creating and maintaining complex processes, job architectures, and organizational standards.
  • Vendor Management: Experience negotiating and managing high-volume staffing agency contracts and MSP relationships.
  • Operational Prowess: Expert-level knowledge of HRIS and ATS platforms, with a strong eye for automation and data accuracy.
  • Communication: Exceptional listening skills and the ability to influence cross-functional stakeholders at all levels.
  • Onboarding Compliance: Working knowledge of onboarding compliance requirements, including I-9 verification, E-Verify processes, and relevant federal and state employment eligibility regulations.

Key Metrics for Success

  • Process Consistency: 100% of roles supported by standardized job descriptions and pre-aligned compensation bands.
  • Retention & Integration: 90-day and 1-year retention rates; onboarding satisfaction scores.
  • Pipeline Velocity: Time-to-fill (TTF) and fulfillment rates across both FTE and temporary pipelines.
  • Team Performance: Internal engagement scores and achievement of team-specific KPIs.

 

Note on Compensation: We are targeting a salary range of $115,000 – $120,000. Final compensation is determined by specific qualifications and depth of experience in process design and hybrid talent models.

QUESTIONS?

If you have any questions about this role, please feel free to email our Talent team at jobs@perscholas.org. We look forward to viewing your application!

Equal Employment Opportunity

We're proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or national origin.

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