Head of People

Veo - Corporate Careers•Los Angeles, CA

5d•$220,000 - $290,000•Onsite

About The Position

As Veo's Head of People, you will lead the company's people and talent strategy and serve as an active business leader on the Executive Leadership Team. You will partner with the Co-Founders, C-suite, and leaders across the company to build teams, leadership capabilities, and organizational practices that support ridership, operational performance, and sustainable growth. You will oversee People Operations and Talent Acquisition, strengthen employee engagement and retention, and build scalable systems that improve the employee experience. The role requires working on-site at Veo's Santa Monica headquarters four days a week, currently Monday through Thursday.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 10 years of progressive HR and People leadership experience, including at least 5 years leading a People function or serving in a senior HR leadership role within a high-growth organization.
Experience supporting a geographically distributed workforce that includes corporate, technical, and hourly field operations teams.
Ability to operate as a business leader, influence executive decisions, and connect people strategy to operational and financial results.
Strong expertise in People Operations, Talent Acquisition, organizational design, performance management, leadership development, and total rewards.
Sound judgment in employee relations, employment compliance, and sensitive personnel matters, balancing employee needs and business priorities.
Excellent communication, coaching, and collaboration skills, with the ability to build trust and drive accountability at all levels.
Strong analytical and project management skills, including experience using HR technology, automation, and data to improve decisions and execution.
Hands-on leadership approach, resilience in ambiguity, and a strong bias for action and follow-through.

Nice To Haves

Advanced degree or relevant HR certification.
International experience.

Responsibilities

Serve on the Executive Leadership Team and contribute to company strategy, business decisions, and cross-functional execution.
Partner with executives and company leaders to use organizational structure, leadership effectiveness, talent, and workforce performance to improve ridership and business results.
Develop and execute a people strategy aligned with short- and long-term company goals, balancing growth, workforce capability, and cost discipline.
Lead organizational planning and change management for expansion and evolving business needs across corporate, field operations, and international teams.
Advise senior leaders on organizational design, workforce planning, talent assessment, and complex people decisions.
Coach executives and managers on setting expectations, providing feedback, addressing performance concerns, and building accountable teams.
Lead performance management, career development, succession planning, and leadership development programs.
Use workforce data and business insights to identify talent gaps, assess organizational effectiveness, and recommend measurable improvements.
Lead People Operations throughout the employee lifecycle, including onboarding, employee relations, engagement, retention, and offboarding.
Develop employee engagement and retention strategies, translate employee feedback into action, and hold leaders accountable for follow-through.
Oversee compensation, benefits, and total rewards strategy while maintaining internal equity, market competitiveness, and financial discipline.
Build consistent policies, processes, and HR systems for a distributed workforce, partnering with Legal and advisors on employment compliance and employee relations risks.
Drive automation and responsible use of AI to streamline People processes, reduce administrative work, improve data quality, and enhance employee experience.
Lead Talent Acquisition across corporate, technical, and field operations roles, aligning hiring priorities and recruiting capacity with business needs and workforce plans.
Build sourcing, screening, and interview processes that improve candidate quality, hiring decisions, and speed of execution.
Partner with hiring leaders to define role requirements, prepare interview panels, and maintain consistent hiring standards and accountability.
Strengthen the employer brand and candidate experience, and track recruiting performance through quality of hire, time to fill, hiring costs, and retention.
Lead, develop, and mentor the People Operations and Talent Acquisition teams, setting priorities, ownership, and service expectations.
Manage People function budgets, vendors, and resources.
Develop and report people metrics to the leadership team, connecting workforce trends and program outcomes to business performance.