Back to jobs

Vice President of People - Remote US

United States

The Opportunity

The Vice President of People will be a key member of the executive team, responsible for shaping and executing our people strategy. This role will drive HR initiatives, talent acquisition strategies, and culture development to ensure we attract, develop, and retain top talent while nurturing a positive and productive work environment.

The VP of People will foster talent development within the People team itself — including HR, Talent Acquisition, and Culture teams — creating opportunities for growth, mentorship, and continuous learning to elevate our capabilities and enhance our employee experience. They will partner closely with the entire leadership team and very closely with our Associate General Counsel to ensure legal compliance and implementation of the organization's mission and people strategy.

Responsibilities

Human Resources (HR): Develop HR policies, systems, and programs that support a productive, compliant, and high-engagement workplace.

  • Compensation and Benefits Strategy: Oversee the design, implementation, and continuous improvement of competitive compensation, benefits, and rewards programs aligned with market trends and internal equity.
  • Compliance and Policy Management: Ensure all HR policies and practices comply with federal, state, and local laws, keeping up-to-date with regulations and implementing necessary changes.
  • Performance Management: Manage performance review cycles and ensure all departments are implementing all company policies around goal setting, regular feedback, and annual reviews to drive accountability and personal growth.
  • Employee Relations and Conflict Resolution: Serve as the escalation point for complex employee relations issues, conducting investigations and providing resolution guidance to managers.
  • HR Technology and Data Analytics: Implement and leverage HR systems and tools to automate processes, enhance data tracking, and generate insights on turnover, engagement, and workforce trends.

Talent Acquisition (TA): Oversee and provide strategic direction for TA efforts to attract, hire, and retain top talent to meet organizational growth and competency needs.

  • Develop Recruitment Strategy: Create and implement a talent acquisition strategy aligned with business goals, focusing on high-quality hires, speed, and long-term fit.
  • Enhance Employer Brand: Collaborate with marketing and guide the recruitment team to position the company as an employer of choice through social media, career platforms, and brand initiatives.
  • Pipeline Development and Sourcing: Lead the recruitment team in building proactive pipelines for critical roles, anticipating future hiring needs, and creating partnerships with educational institutions, professional networks, and diversity-focused organizations.
  • Candidate Experience Optimization: Direct the recruitment team to ensure a seamless, inclusive, and positive experience for all candidates from application to onboarding.
  • Metrics and Reporting: Set talent acquisition metrics (such as time-to-fill, cost-per-hire, and quality of hire) to evaluate recruiting effectiveness. The recruitment team will track and report on these metrics to support data-driven decisions and continuous improvement.
  • Headcount Plan: Partner with finance to ensure alignment on the staffing budget and headcount plan. The recruitment team will support this by executing the hiring plans and ensuring alignment with organizational growth goals.

Culture and Employee Experience: Foster an irresistible culture that aligns with the organization’s core values and enhances employee engagement.

  • Values and Mission Alignment: Ensure that organizational values are clearly defined and integrated into every aspect of the employee experience, from onboarding to daily operations.
  • Employee Engagement Programs: Design and oversee programs that boost morale and engagement, such as recognition programs, wellness initiatives, and work-life balance policies.
  • Feedback and Engagement Measurement: Implement tools like pulse surveys and feedback sessions to measure engagement, identify pain points, and address employee concerns proactively.
  • Onboarding and Offboarding: Establish comprehensive onboarding and offboarding programs to ensure new hires feel welcomed, and departing employees provide valuable feedback.
  • Learning and Development Opportunities: Create pathways for professional growth across all departments, such as leadership development, skill-building workshops, and mentorship programs, to foster a culture of continuous learning.

Skillset

  • Proven leadership in HR, talent acquisition, and culture initiatives within dynamic, fast-paced environments.
  • Deep expertise in employment laws, HR best practices, and talent management strategies, including compensation, benefits, employee relations, and training/development.
  • Strong relationship-building with senior leaders, employees, and external partners, fostering collaboration and engagement.
  • Skilled in managing organizational change and communicating effectively to support clarity and morale during transitions.
  • Exceptional communication, interpersonal, and negotiation abilities.
  • Highly organized with strong attention to detail, time management, and a proven ability to meet deadlines.
  • Proficient in conflict resolution, analytical thinking, problem-solving, and strategic decision-making.
  • Adept in prioritizing and delegating tasks to meet organizational needs.
  • Proficiency in HRIS, talent management systems, and other HR tools.

Education and Requirements

  • At least 10 years of progressive human resource management experience including 5 years in a Senior leadership role. 
  • SPHR or SHRM-SCP certification is highly preferred.
  • Bachelor’s Degree in related field or equivalent work experience.

Check out what our employees think about working at Seamless: CLICK HERE

Seamless.AI has been delivering the world's best sales leads since 2015. Our product is the first real time, B2B search engine helping sales teams maximize revenue, increase sales, and easily acquire their total addressable market using artificial intelligence. Our product has been recognized by G2 in 2024 in the following categories: Best Software Products Overall, Best Software Products for Small Business, and Highest Satisfaction Products. We have been recognized as one of Ohio’s fastest growing companies and won 2020 Best Places to Work, LinkedIn’s Top 50 Tech Startups in 2020,2022, and 2023, Purpose Jobs 2023 Best Workplace Culture and Best Work-life balance, and Purpose Jobs best place to work in 2024. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Visa Sponsorship is not included in our hiring package. Applicants will need to be authorized to work in the U.S.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...

Employment Authorization

Select...

Employment Authorization

Select...
Select...

*Please note: this will be checked through an education verification on our background check should we move forward to an offer*

Select...
Select...
Select...
Select...
What lines of businesses/departments do you have experience supporting as a People Leader? *

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Seamless.AI’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.