Vice President, Human Resources
Bitwarden
•Remote
About The Position
Reporting to the CFO, the Vice President of Human Resources will serve as the primary architect of our people infrastructure during a period of significant organizational growth. This leader will own the full employee lifecycle — from talent acquisition strategy to performance management, total rewards, and culture — ensuring the company can recruit, develop, and retain the talent. This is a builder's role requiring both strategic vision and hands-on execution. This is an all remote team and we're looking for someone located in the U.S., preferably Eastern time zone. We do not offer visa sponsorship at this time.
Requirements
- 8–12 years of progressive HR experience; 3+ years in a director-level, VP or senior HR business partner role.
- Prior experience in a high-growth technology or SaaS company strongly preferred; experience scaling through a growth
- Prior experience at PE and/or VC-backed SaaS companies is strongly preferred
- Demonstrated success building HR infrastructure (systems, processes, policies) from the ground up or in a high-change environment.
- Deep knowledge of employment law, compensation practices, and benefits administration.
- Strong business acumen; comfortable working cross-functionally with Finance, Legal, and the executive team.
- Excellent interpersonal and communication skills; high EQ with the ability to build trust at all levels of the organization.
- Bachelor's degree required
Nice To Haves
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
Responsibilities
- Build, manage, and develop HR team members
- Set clear goals, priorities, and operating rhythms for the HR function; hold the team accountable to measurable outcomes and service-level expectations.
- Serve as a player-coach — willing to be hands-on across all HR disciplines while developing existing HR team members
- Partner with Finance to manage the HR department budget, including headcount, systems, and program spend; identify efficiency opportunities as the function scales.
- Serve as the primary escalation point for complex, sensitive, or high-risk employee relations matters including misconduct allegations, harassment complaints, and performance disputes.
- Advise managers and executives on handling performance issues, disciplinary actions, and involuntary separations in a manner that is legally sound and consistent with company values.
- Partner closely with Legal/General Counsel on matters that carry litigation risk, regulatory exposure, or require formal legal guidance.
- Implement a scalable performance review process tied to company objectives; coach people managers on giving effective feedback.
- Serve as a cultural steward — design and champion employee engagement surveys and action planning.
- Develop manager capability through structured training programs, leadership development, and coaching.
- Design and execute a scalable recruiting engine to support headcount growth from ~[X] to ~[2X] employees over 24 months.
- Build and manage relationships with executive search firms, recruiting agencies, and sourcing partners.
- Partner with Finance and department heads on annual workforce planning, headcount modeling, and hiring ROI analysis.
- Establish employer brand initiatives to position [Company] as a destination employer in competitive talent markets.
- Own HR systems (HRIS, ATS, performance management platforms) — evaluate systems , configure, implement, and optimize as the company scales.
- Ensure compliance with all federal, state, and local employment laws; maintain and update employee handbook, policies, and procedures.
- Oversee onboarding programs that accelerate time-to-productivity and reinforce cultural values from day one.
- Manage employee relations matters with sound judgment; escalate appropriately and document thoroughly.
- Partner with the CFO and leadership team to design and administer competitive compensation and equity programs benchmarked to market.
- Lead annual compensation review cycles, bonus program administration, and benefits renewals.
- Build transparent compensation bands and career frameworks that support internal equity and career development.
Benefits
- Work remotely with motivated and supportive team members across the world.
- Join our #growth-club to continue personal and professional development.
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What This Job Offers
Job Type
Full-time
Career Level
Director
