Vice President of People & Talent

Fabric•United States,

20d•$180,000 - $230,000•Remote

About The Position

Fabric is seeking a Vice President of People & Talent to lead its People & Talent organization through rapid growth and acquisition-driven expansion across multiple countries. The role owns Talent Acquisition, People Operations, People Relations, Total Rewards, and Compliance, and serves on the senior leadership team as the CEO’s primary partner on organizational design and workforce planning. The VP represents the People function in board and investor conversations as needed. The VP will lead an existing team and integrate acquired groups into a unified culture across a remote, multi-country workforce. The role requires direct experience with call-center, hourly, or frontline employees and building an Employee Relations program. Key priorities include standardizing case management, managing employment compliance across jurisdictions, and applying AI safely in People workflows. During the first 6 to 12 months, the VP will align Talent Acquisition and People Operations, improve sourcing and hiring outcomes, establish a strong compliance posture, and position People as a strategic partner to the CEO and senior leadership team.

Requirements

At least 10 years in progressively senior People or HR leadership roles, including direct ownership of Talent Acquisition and People Operations.
Direct experience managing call-center, hourly, or frontline workforces, including their scheduling, engagement, and compliance dynamics.
Experience building an Employee Relations program and its workflows from the ground up.
Experience operating across multiple countries or jurisdictions; US experience is required.
A track record leading the people side of M&A integration, including integrating acquired teams into one culture in a remote or distributed environment.
Strong command of compensation architecture, benefits strategy, and employment compliance fundamentals.
Experience transitioning an employer from level-funded to self-insured health benefits, including plan assessment and selection, broker management, funding strategy, stop-loss coverage, and plan governance.
Hands-on experience applying AI to People work, such as case management or people analytics, and sound judgment in governing AI.
Expertise designing, scaling, and measuring employee engagement programs for a fully remote, globally distributed workforce.

Nice To Haves

Employment experience in Canada and/or Portugal, or comparable international experience.
Health tech, healthcare, or other regulated-industry experience.
Experience building or scaling a People function after an acquisition.

Responsibilities

Advise the CEO and senior leadership team on organizational design, talent strategy, and workforce planning.
Lead and develop the People organization across Talent Acquisition, People Operations, and People Relations.
Represent the People function in board and investor conversations as needed.
Own organizational design and structure decisions as the company scales.
Build and champion a remote-first culture that supports engagement, psychological safety, clear communication, and connection across time zones and teams.
Own hiring strategy and pipeline quality across clinical, corporate, and technical roles.
Develop proactive sourcing and network-building capabilities beyond inbound applicants.
Partner with business leaders on headcount planning and workforce cost management.
Own HRIS, compensation operations, and end-to-end benefits across multiple countries, including plan assessment, selection, administration, broker relationships, and self-insured plan management.
Own compensation architecture, including job leveling, salary bands, and equity strategy.
Lead AI use across People workflows, including sourcing, screening, case intake, and people analytics, with safeguards for employee data.
Build and own the Employee Relations program, including standardized workflows, case management, and escalation criteria.
Oversee employee relations, investigations, and performance management processes.
Maintain employment-law compliance in the US, Canada, and Portugal, including leave, accommodation, and termination processes.
Own the employee handbook and policy framework, including working-abroad and other multi-jurisdiction policies.
Lead the people-side integration of future acquisitions and bring acquired teams into a unified culture, policies, and ways of working.
Create remote-work rituals, communications, and manager practices that support a cohesive multi-country workforce.
Align Talent Acquisition and People Operations under the VP’s leadership to build a stable, high-trust team.
Improve pipeline quality and sourcing metrics while increasing hiring manager satisfaction.
Establish a strong compliance posture across jurisdictions, including compliant separation agreements and leave processes.
Transition the People function into a strategic partner to the CEO and senior leadership team.