Vice President, HR & People

HubSync • ,

5d

About The Position

HubSync is transforming how CPA and accounting firms serve their clients. Our AI-powered client experience and operations platform connects the full tax engagement – from engagement letters and document collection through workflow management, preparation, review, e-signature, filing, delivery, and payments. Founded by John McGowan, a former senior tax technology leader at Deloitte and Global Tax CIO at KPMG, HubSync serves many of the largest CPA firms in the United States, including more than 40% of the top 25 firms. Backed by a $100M+ Thoma Bravo investment, HubSync has grown to approximately 80 employees and is scaling tremendously quickly. We are investing deeply in AI, product development, enterprise go-to-market capabilities, and the organizational infrastructure required for our next chapter.

HubSync is seeking a hands-on, operating-oriented VP of HR & People to lead its People, HR, and Talent functions through the company’s next stage of growth. As a contributing member of the Senior Leadership Team, this leader will partner directly with the CEO, Board of Directors, and functional leaders to translate HubSync’s strategy into organizational priorities, leadership practices, and measurable results. This is not a purely administrative HR role. The VP will operate in the details, build foundational programs, and help create a high-performing, accountable organization.

Requirements

• Senior People leader with experience scaling a high-growth technology or software company.
• Hands-on operator comfortable moving between Board-level strategy and detailed execution.
• Proven experience across People Operations, recruiting, performance management, organizational design, and leadership development.
• Data-driven and commercially minded, with the ability to connect People initiatives to business outcomes.

Responsibilities

• Advise the CEO and Board on organizational design, workforce planning, leadership capabilities, succession planning, and organizational bottlenecks.
• Build a sequenced People roadmap with clear priorities, owners, investments, and measures of success.
• Align People strategy with HubSync’s growth plan, revenue targets, product roadmap, customer commitments, and company vision.
• Partner with leaders across Finance, Revenue, Marketing, Product, AI, and other functions to establish company-wide and functional metrics and OKRs.
• Cascade priorities so employees understand expectations, how their work contributes to HubSync, and how success is measured.
• Establish an operating cadence for reviewing progress, resolving obstacles, and maintaining accountability.
• Implement a rigorous company-wide performance review process.
• Build practical learning and development programs focused on the capabilities HubSync needs to scale.
• Create manager training covering expectation setting, feedback, coaching, delegation, conflict resolution, and performance management.
• Establish onboarding for new managers and executives and development plans for high-performing and high-potential employees.
• Partner with leadership to define the behaviors and operating principles required for HubSync’s next stage.
• Build a high-performing, accountable, inclusive culture while preserving HubSync’s customer orientation, ingenuity, urgency, and ownership mentality.
• Use engagement surveys, pulse checks, focus groups, and stay interviews to gather feedback and translate it into focused action.
• Build scalable infrastructure across HR technology, policies, payroll, benefits, employee data, performance, and workforce reporting.
• Develop concise People dashboards for management and the Board.
• Track key measures—including productivity, attrition, quality of hire, manager effectiveness, succession coverage, and engagement—and use the data to recommend action.
• Build HubSync’s recruiting function and company-wide talent acquisition strategy from the ground up.
• Oversee hiring across technical, go-to-market, and corporate functions, from individual contributors through C-suite executives.
• Establish role profiles, candidate scorecards, structured interviews, and consistent hiring standards.
• Strengthen HubSync’s employer brand and ability to attract exceptional talent.

Benefits

• We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed