Vice President, People

ArcherReview • Austin, TX

1d • Remote

About The Position

We are searching for a VP People to lead Archer Review’s People strategy and execution through the next stage of growth. This leader will serve as a trusted advisor to the CEO, CFO, and executive team, helping the business make thoughtful, data-informed decisions about organization design, talent, leadership effectiveness, workforce planning, culture, and operating priorities. Given the stage of the business, this is a hands-on executive role for a builder who can set the strategic People agenda while ensuring the operational fundamentals are strong. The VP People will create scalable systems, processes, and rhythms that improve talent density, manager effectiveness, employee engagement, organizational clarity, compliance, and business execution.

Requirements

• Demonstrable and deep experience in senior people/HR leadership roles, partnering with executive teams and engaging with the Board.
• Experience building or scaling People functions in a growth-stage, PE-backed organization
• Demonstrated ability to partner with CEOs, CFOs, and executive teams on workforce planning, org design, leadership effectiveness, and sensitive people decisions.
• Strong command of core People operations, including performance management, talent acquisition, compensation & benefits, employee relations, compliance and people technology/tooling.
• Experience building and leading the People strategy for fully remote teams.
• Excellent communication, judgment, discretion, and executive-influence skills.

Nice To Haves

• Experience in ed-tech, healthcare, or test prep
• Experience leading people workstreams of M&A and integration work

Responsibilities

• Develop and execute a People strategy aligned to company growth priorities, financial goals, operating model, and culture.
• Serve as a trusted advisor to the CEO, CFO, and executive team on organization design, talent decisions, leadership effectiveness, workforce planning, and sensitive people matters.
• Establish a clear People operating model, including clear expectations, roles and responsibilities, and consistent operating rhythms with executives and business leaders.
• Lead workforce planning and hiring governance, including headcount planning, role prioritization, funnel visibility, hiring-manager accountability, and alignment with budget and business priorities.
• Own talent acquisition strategy across the business, including recruiting processes, employer brand, candidate experience, offer strategy, and retention of critical talent.
• Oversee core People operations, including benefits, HRIS, employee lifecycle processes, employee data integrity and vendor management
• Design and scale performance management practices, including goal-setting, review cycles, feedback mechanisms, documentation standards, and accountability systems.
• Strengthen manager effectiveness through practical tools, enablement, coaching, communication rhythms, and clear expectations for leading teams.
• Own compensation and total rewards strategy in partnership with Finance, including compensation philosophy, job architecture, salary bands, benefits strategy, pay equity considerations, and reward governance.
• Advance employee engagement and culture priorities by gathering actionable insights, identifying themes, improving communication loops, and ensuring visible follow-through from leadership.
• Champion an inclusive, high-accountability culture rooted in trust, empathy, feedback, continuous learning, and strong business execution.
• Manage sensitive workplace matters with sound judgment, discretion, empathy and a strong understanding of legal and employee relations best practices.
• Ensure adherence to employment laws, compliance requirements, documentation standards, and risk-management practices across a distributed multi-state workforce.
• Partner with Finance and executive leadership to connect People decisions to business performance, resource allocation, budget discipline, and long-term growth planning.
• Build the People infrastructure required for the company’s next stage of growth, including M&A and integration frameworks and processes.

Benefits

• Comprehensive medical, dental and vision insurance for employees and their families
• Flexible & encouraged PTO
• Company HSA contribution of $90/month for eligible plans
• Company-paid life insurance and disability coverage
• 401(k) with company match (100% match on first 3%, 50% match on the next 2%)

What This Job Offers

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