Vice President - People & Culture

Greenbox Capital

2d•$175,000 - $225,000•Remote

About The Position

The People & Culture Vice President serves as a key executive leader at Greenbox Capital, helping the company strengthen its People function through the next stage of organizational growth and maturity. This role owns and evolves core People strategies including hiring quality, performance management, manager accountability, employee relations, leadership capability, People operations, and scalable infrastructure. The individual partners closely with the CEO and executive leadership team to improve how Greenbox hires, manages, develops, communicates, and holds people accountable. The ideal candidate brings mature People leadership experience, strong executive partnership, deep performance management and employee relations judgment, and a proven ability to build scalable systems in a lean, fast-moving environment. This role is not a traditional HR maintenance role. It requires someone who can create practical structure, drive adoption across managers and leaders, and support growth without creating unnecessary bureaucracy. This role reports to the Chief Executive Officer and leads the People & Culture function.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required
Minimum 12 years of progressive People, Human Resources, Talent, or Organizational Effectiveness experience
Senior leadership experience across recruiting, performance management, employee relations, manager coaching, People operations, change implementation, and executive partnership
Prior experience building or maturing People infrastructure in an organization transitioning from informal, founder-led, or lightly structured practices toward clearer systems, scalable processes, decision rights, manager accountability, and operating discipline
Demonstrated experience advising CEOs, founders, presidents, or executive teams on talent, organizational design, manager effectiveness, performance accountability, employee relations risk, leadership capability, and culture
Demonstrated experience driving adoption of People programs across managers and leaders, not only designing programs or maintaining existing processes
Experience helping scale a company from approximately 100 employees toward several hundred employees preferred
Experience in a lean, high-growth, virtual, financial services, fintech, lending, or operationally complex environment preferred
Talent acquisition strategy and recruiting lifecycle management
Executive and critical-role hiring assessment
Structured interview design and candidate evaluation methodology
Performance management program design, rollout, and administration
KPI/OKR framework development, scoring methodology, and performance calibration
Manager coaching, corrective action, and performance improvement planning
Employee relations investigations and workplace risk assessment
Employment law fundamentals and legal escalation judgment
Compensation, benefits, payroll, and compliance oversight
HRIS administration and workflow governance, preferably BambooHR
People analytics, reporting, and workforce metrics
Policy governance, documentation standards, SOP development, and change management
Organizational design, role clarity, decision rights, and workforce planning

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field preferred
Bring mature People leadership judgment and strong executive presence
Have successfully built or matured People systems in a scaling, founder-led, entrepreneurial, or lightly structured organization
Can create structure, accountability, and operating discipline without unnecessary bureaucracy
Have strong performance management, manager accountability, and employee relations judgment
Know how to partner directly with a CEO, founder, president, or executive team
Can balance strategic leadership with hands-on execution in a lean environment
Communicate clearly, directly, and proactively
Are comfortable driving adoption and behavior change across managers and leaders
Show natural curiosity and a desire to understand the business before solving the problem
Adapt well in a global, distributed team environment and collaborate effectively across functions
Demonstrate a growth mindset, strong ownership, and the ability to operate through ambiguity

Responsibilities

Strengthening hiring standards, candidate evaluation, and manager accountability in the recruiting process
Improving performance discipline, KPI/OKR alignment, calibration, documentation, and follow-through
Advising the CEO and executive team on organizational design, leadership capability, workforce priorities, and culture
Building scalable systems, processes, SOPs, workflows, training, and communication rhythms
Providing experienced judgment on employee relations, corrective action, workplace risk, legal escalation, compensation, benefits, and compliance
Leading and developing the People & Culture team across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support