Global Vice President of People

Newfire Global Partners•Boston, MA

65d•$220,000 - $225,000•Remote

About The Position

Newfire Global Partners is a leading technology firm that specializes in building transformative software solutions for some of the world’s most innovative companies. With a presence across four continents, Newfire Global brings deep expertise in digital healthcare, AI-driven analytics, and enterprise technology. The firm’s track record of delivering scalable, high-impact solutions has made it a trusted partner for organizations seeking to drive meaningful change through technology. We are passionate about the purpose-driven mission to help improve the quality of care for patients and are building a collaborative, innovative, and inclusive culture. We are a fully funded company founded by serial entrepreneurs with a stable client base. Opportunity for impact We’re searching for a Global Vice President of People Experience to help shape the next chapter of Newfire’s growth story. This senior leader will connect business strategy with organizational design — aligning structure, leadership, culture, and systems to enable sustainable performance at scale. Reporting directly to the CEO, the VP will craft and execute a cohesive global people strategy that strengthens leadership capability, enhances clarity, and ensures our people infrastructure grows in step with our commercial ambitions. The role oversees HR, Recruiting, Resourcing, and Learning & Development, driving cohesion across all areas of our global People Experience organization. If you’re passionate about building modern, high-impact people systems that empower growth, we’d love to meet you.

Requirements

Senior People or HR leader with a proven record leading transformation and scaling global organizations of 500+ employees within the Professional Services industry.
Proven track record of HR operations excellence.
Experience in setting up Shared Services models from scratch.
Expertise in organizational design, leadership development, and workforce strategy across both employee and contractor populations.
Experience leading annual HR budget planning and forecasting processes, translating business strategy into workforce investment plans.
Deep understanding of global compliance and employment frameworks.
Fluency with modern HR technology, analytics, and data-driven decision making.
Ability to coach executives and influence cross-functional teams in dynamic, entrepreneurial settings.
Comfort operating at both strategic and hands-on levels with empathy, clarity, and discipline.

Responsibilities

Align the People Experience function with Newfire’s global delivery and strategic partnership model, driving scaled HR operational excellence through Centers of Excellence (COEs) and Shared Service Centers (SSC).
Elevate HR Business Partners to world-class standards, ensuring they act as strategic advisors and catalysts for growth.
Integrate performance management, leadership development (L&D), workforce planning and Compensation & Benefits into a unified system that connects objectives, accountability, and talent decisions.
Partner with the executive team to design structures that enable scale, speed, and collaboration.
Champion a culture of ownership, transparency, and measurable results.
Lead end-to-end HR shared services delivery, proactively anticipating business needs and customizing HR solutions to support operational excellence and cross-organizational collaboration.
Oversee HR operations across multiple countries while ensuring compliance with international employment and contractor frameworks.
Build scalable, data-driven systems that integrate Applicant Tracking System (ATS), Professional Services Automation (PSA), Learning Management System (LMS), HR Information System (HRIS), payroll, and analytics for real-time workforce insight.
Standardize processes for efficiency while maintaining local flexibility and compliance.
Provide strategic leadership and alignment of global Talent with Newfire’s commercial roadmap, ensuring workforce planning, hiring strategy, and capability building directly enable business growth and delivery excellence.
Strengthen operational effectiveness by empowering the Director of Talent to build scalable systems, governance, and data-driven frameworks that improve predictability, quality, and speed while modernizing recruitment and assessment practices.
Develop and coach leaders to strengthen capability and decision-making at every level.
Foster engagement, inclusion, and belonging in a distributed, remote-first environment.
Leverage people analytics to uncover actionable insights on engagement, performance, and retention that drive strategic talent decisions and measurable business outcomes.