Vice President, Human Resources

Supplier.io

1d

About The Position

We are seeking an experienced, business-oriented Vice President of Human Resources to lead the people function at Supplier.io and serve as a member of the executive leadership team. Reporting to the CEO, the VP of HR will be a strategic advisor who ensures our organization, talent, capabilities, and culture stay aligned with the company’s strategy as it evolves, translating business priorities into practical workforce and people strategies. The core challenge is a talent and organizational one: ensuring Supplier.io has the capabilities and talent to deliver on current objectives and future growth. This spans workforce planning, organization design, talent acquisition, leadership development, performance management, and succession, alongside broad ownership of compensation and benefits, employee relations, learning and development, engagement, and HR operations. The role balances strategic leadership with hands-on execution in a dynamic B2B SaaS environment, and serves as a trusted advisor whose guidance helps leaders make sound decisions that balance the needs of the business and its people.

Requirements

• Significant, progressive HR leadership experience, including as the senior-most HR leader or a senior HR executive with broad functional responsibility.
• Experience in a growth-stage B2B SaaS, technology, or data environment, ideally start-up, scale-up, or PE-backed, where priorities move quickly.
• Demonstrated expertise in strategic workforce planning and organization design, translating business strategy into talent and capability requirements.
• Significant talent acquisition experience, including recruiting senior, hard-to-find talent, plus a track record coaching executives and senior leaders.
• Strong employee relations and performance-management experience, including performance improvement plans, investigations, restructurings, and separations.
• Experience leading compensation planning and building compensation structures, and overseeing benefits with responsible cost management.
• HRIS fluency; direct experience with Rippling strongly preferred.
• Bachelor’s degree in HR, industrial/organizational psychology, organizational development, or a related field (or equivalent experience).

Nice To Haves

• M&A / post-acquisition integration experience a plus.
• Master’s degree and senior HR certification (SHRM-SCP or SPHR) preferred.

Responsibilities

• Serve as the senior people advisor to the CEO and leadership team, building a disciplined workforce-planning capability that assesses current capabilities against future needs and closes critical talent and skill gaps through hiring, development, and other solutions.
• Partner with leadership on organizational structure, spans and layers, role clarity, and operating-model choices, and lead organizational change and workforce transitions in a way that is legally sound, respectful of employees, and protective of the company.
• Own the talent acquisition strategy and an external network of high-performing talent across B2B SaaS, technology, data, product, and go-to-market, and own an onboarding experience that ramps new hires quickly.
• Own the performance management philosophy and process, coaching managers to hold candid conversations, differentiate and reward strong performance, and address underperformance promptly.
• Identify organizational capability gaps through training-needs assessments and close them through the most effective mix of approaches, building a scalable path for career growth as the company evolves.
• Lead the annual compensation cycle and continue building the global compensation structure (job architecture, families, levels, and ranges); oversee competitive, cost-effective benefits; and partner closely with the CFO.
• Steward a culture of transparency, integrity, and collaboration; monitor engagement and organizational health and translate feedback into action; and coach leaders through sensitive employee matters and investigations.
• Own HR operations, payroll, benefits administration, and the HRIS strategy; maintain data integrity and legal compliance across our geographies; track the people metrics that matter; and partner with Finance on headcount and workforce cost.
• Lead, coach, and develop the HR team and own the HR budget and people-investment decisions; and, as a member of the executive leadership team, contribute to company strategy and decisions beyond HR.

Benefits

• We will provide the Social Security Administration and, if necessary, the Department of Homeland Security, with information from each new employee’s Form I-9 to confirm work authorization.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive