Vice President, People Experience

Join the Market Leader in Electric Power Data and Analytics Solutions

The electrical grid is the largest and most complicated machine ever built. Yes Energy’s industry-leading electric power trading analytics software provides real-time visibility into the massive amount of data generated by the North American electrical grid daily. Our unique and innovative view of the data informs real-time trading decisions and mid-to-long-term investment decisions that keep utility prices low, support the energy transition, and keep the grid running. It’s both challenging work and work with a purpose.

Be a part of our successful, growing business during international transformation.

As we scale rapidly, leadership strength, cultural clarity, and organizational discipline are competitive advantages. We are building the next phase of the People Operations team to match the pace and ambition of the business.

Position Summary

The Vice President, People Experience (Business Partners) is a senior leader responsible for building and leading a high-impact HR Business Partner function that strengthens leader capability, scales organizational design, and drives a high-performance culture across Yes Energy.

Reporting to the CHRO, this leader will operationalize and execute the People strategy in close partnership with the executive team. This role will serve as the primary outward-facing leader of the Business Partner function, ensuring consistent, high-quality, and performance-driven partnerships across all business units. You will translate strategy into execution, elevate leadership standards, and ensure our culture scales without dilution as we grow.

Join a team where People truly make the difference. 

Position Details

• Full-Time
• Hybrid
• Reports to: CHRO
• Location: Boulder, Colorado
• Salary range: $170K - $190K 

Primary Responsibilities: 

Business Leader Partnership

• Lead, mentor, and develop a high-performing Business Partner team supporting multiple business units.
• Partner with senior leaders on annual workforce planning, headcount modeling, succession planning, and talent reviews
• Judiciously and continually work to identify organizational friction, skill gaps, and cultural risks, and proactively act or provide recommendations for early intervention to ensure the business can meet its strategic objectives.
• Identify and address performance trends, capability gaps, and retention risks using data, surveys, and direct observation
• Establish employee-related performance metrics and reporting that provide actionable insights to business leaders and executive leadership
• Ensure managers are equipped to lead performance, deliver feedback, coach effectively, and recruit and retain talent
• Partner with Learning & Development to build programs designed to support employee development around critical business activities and future business goals

Organizational Design & Scale

• Partner with business leaders on organizational design decisions, including spans and layers, team structure, and role scope
• Lead organizational assessments during periods of growth, integration, or change
• Reinforce a “One Company” mindset through structure, talent movement, leadership alignment, and active promotion and messaging 

High Performance Culture & Accountability

• Partner with Learning & Development to design targeted enablement for new managers, senior leaders, and high-potential talent
• Translate engagement survey results into specific, measurable action plans owned by business leaders
• Drive measurable improvements in retention, regrettable attrition, early tenure success, leadership effectiveness, and employee mobility within the organization

Minimum Qualifications

• Twelve (12)+ years of experience serving in a management role in human resources, with at least five (5) years leading Business Partners in high-growth, performance-oriented environments
• Demonstrated expertise in organizational design, leadership development, and performance systems.
• Strong business acumen with the ability to connect People initiatives to operational and financial outcomes.
• Demonstrated success implementing scalable HR programs in a growing, fast-paced organization.
• Skilled communicator and facilitator, adept at navigating complexity and ambiguity with clarity.
• SPHR or SHRM-CP certification preferred 

At Yes Energy, we value connecting directly with candidates. We kindly ask that third-party recruiters and agencies not submit resumes, as we are not open to external recruiting partnerships.

ABOUT YES ENERGY

Overview

Yes Energy delivers real-time market data and electric power trading decision solutions.  Over 1,000 market participants use Yes Energy solutions daily.  The business is a leader in all aspects of information content collection and management, developing and delivering data and market analytics solutions. Since its inception in 2008, Yes Energy has become a trusted and respected supplier of innovative and reliable solutions focused on the needs of power market analysts, traders, and trade managers.  Yes Energy has a team of over 350 amazing professionals in Boulder, CO (HQ); Boston, MA; Chicago, IL; Glendora, CA; Richmond, VA; London, United Kingdom; Auckland, New Zealand, Tokyo, Japan; and Bucharest, Romania.

Culture

Yes Energy has been named one of the Best Places to Work in Colorado, and we have the culture to prove it. At Yes Energy, we care about saying “Yes” to customers. We like to listen, learn, and develop our solutions in line with their needs. We think about customers as business partners, and when we help them be more successful … we are more successful, too.

Around the office, our culture is driven by some pretty fundamental values that we’re proud of:

• We love innovation and solving tough challenges;
• We are “high standards people” who combine passion and pride with hard work and rewards of all kinds-- in an ethic that is consistent across the company;
• We’re team-focused with a flat hierarchy-- we work in small teams on well-defined projects that directly impact the success of the business;
• We play to the strengths and experience of each person while each of us also works along a continuum of roles adjacent to our focus area.  This presents the challenge of maintaining a broad set of skills as well as an opportunity to learn and contribute in many ways; 
• We are constantly growing. Professional development happens every day and every year.

Compensation and Benefits

We offer highly competitive salaries and real bonuses that are achievable and that you can impact. Our benefits package is also very competitive, including medical insurance, a 401 (k) Plan with matching, flexible vacation, and flexible work schedules. Yes Energy encourages and funds investment in both formal and informal professional development.

At Yes Energy, we are dedicated to building a diverse, inclusive, and authentic workplace. If you’re excited about this role but your experience doesn’t perfectly align with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

In accordance with Colorado law, the range provided is Yes Energy’s reasonable estimate of the base compensation for this role. The actual amount may be higher or lower based on non-discriminatory factors such as location, experience, knowledge, skills, and abilities.

Yes Energy provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Yes Energy complies with applicable state and local laws governing nondiscrimination in employment in every location where the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.