VP, Head of People

VideoAmp Careers Website•Los Angeles, CA

2d•$250,000 - $270,000•Hybrid

About The Position

VideoAmp is the tech-first measurement company transforming how advertising is valued, bought, and sold. Powered by currency-grade big data and a best-in-class technology stack, our platform gives advertisers, agencies, and digital partners the ability to plan, optimize, and measure media investments across every screen — from linear TV and OTT to CTV and digital video. VideoAmp is accelerating investment in agentic AI and intelligent optimization technologies — helping clients drive measurable, real-world outcomes in an increasingly complex media landscape. With 880% year-over-year measurement growth, 98% coverage of the TV ecosystem, and partnerships with 11 agency groups and 1,000+ advertisers, we're not just keeping pace with the industry — we're defining what comes next. We believe great work requires great people — people who say "I'll find a way" instead of "it can't be done." As a fast-paced tech company, we are at a critical inflection point in our growth. We are seeking an experienced VP, Head of People to architect and operationalize a sophisticated people strategy for a multi-state, distributed workforce. This leader will bring consistency, high performance, and strategic depth to our HR function, elevating it into a scalable and culture-anchored organization. This role reports into the Chief Legal Officer and will manage a team of 3+ HR professionals. The ideal candidate brings deep expertise in total rewards, talent strategy, and HR compliance, with the ability to operate at both the strategic and executional level — and the organizational discipline and communication skills to execute with clarity across the Company.

Requirements

10+ years of progressive, comprehensive HR leadership experience, including 4+ years in a Head of People or equivalent end-to-end leadership role.
Prior experience managing HR teams is required.
Bachelor's degree in HR, Business, or related field required; MBA/MA and SHRM-SCP or SPHR strongly preferred.
Deep expertise in compensation and total rewards, including base pay, incentive programs, equity, sales incentive plans, leveling frameworks, and benefits administration in a small-to-mid-size company.
Proven experience designing organization, retention, and talent sustainability strategies in fast-growth, technology-driven environments.
Demonstrated success building and leading high-performing HR teams and shaping strong organizational cultures.
Proven ability to apply working knowledge of U.S. employment law to real-world HR decisions across the full employee lifecycle — including hiring, leave, accommodations, discipline, terminations, and reductions in force. A law degree is not required; what matters is strong practical compliance instincts and sound judgment.
Multi-state compliance experience required, with the ability to operationalize policy and practice across jurisdictions with varying requirements.
Experience navigating complex, high-compliance state environments such as California and New York.
Comfortable partnering with employment counsel and knowing when to escalate — including experience supporting or managing agency matters (EEOC, DFEH, NLRB) or internal investigations. Prior direct experience preferred but not required.
Exceptional executive presence with the ability to influence and partner with C-suite leaders and board of directors, including the ability to develop clear, data-driven storytelling for senior audiences.
Exceptional ability to prioritize across a broad and fast-moving portfolio, balancing long-term strategic initiatives with immediate operational needs — and driving projects to completion with clear ownership and reliable follow-through.
Outstanding communication skills — able to translate complex people topics into clear, concise messaging for any audience, from individual contributors to the board of directors.
Build strong relationships at all levels of the organization, effectively managing up to executive leadership while developing and supporting the People team.
Ability to travel to various office locations as needed.
Hands-on experience with HRIS platforms (e.g., Workday) and building scalable people infrastructure.
Experience leading HR through organizational change, growth, and restructuring.

Nice To Haves

MBA/MA and SHRM-SCP or SPHR strongly preferred.
Prior direct experience supporting or managing agency matters (EEOC, DFEH, NLRB) or internal investigations preferred but not required.

Responsibilities

Lead the People Team: Manage, mentor, and develop a high-performing People team, setting clear standards for excellence, accountability, and professional growth.
Align the People strategy to the Company strategy with organized, proactive, and flexible execution across various business scenarios.
Learning & Development: Oversee learning strategies and programs that build manager capability, support employee growth, and reinforce the skills and behaviors needed to execute company priorities.
Culture & Engagement: Strengthen a high-trust, performance-oriented culture across a distributed workforce by reinforcing clear expectations, leadership behaviors, and consistent employee experience practices.
Drive alignment and accountability through scalable culture programs that connect employees to the company mission.
Total Rewards: Lead the continuous optimization and governance of compensation, equity, and benefits programs.
Ensure the total rewards package is competitive, fiscally responsible, and serves as an effective lever for attracting, retaining, and motivating high-caliber talent across geographies.
Compliance, Policy, and Governance: Lead the audit and enforcement of HR policies, employee handbooks, and mandatory training.
Maintain deep, current expertise in federal, state, and local employment law with a focus on proactive risk mitigation across a multi-state footprint.
Monitor and respond to regulatory developments impacting the workforce, ensuring the Company remains ahead of evolving legal requirements.
Employee Relations and Workplace Integrity: Serve as a trusted advisor on employee relations matters including conflict resolution, performance management, and sensitive workplace situations.
Ensure fair, consistent policy application and a positive, compliant work environment across all office locations.
Scalable HR Infrastructure: Lead the ongoing optimization and maintenance of HRIS systems (Workday), workflows, and reporting that support a multi-entity, multi-state organization.
Build and maintain scalable, compliant people operations infrastructure that grows with the Company.
People Analytics: Direct the use of workforce data and KPIs to inform compensation decisions, drive workforce planning, measure retention effectiveness, and support organizational design.
Workplace Experience: Oversee workplace operations and employee experience across all office locations, supporting a team that manages day-to-day facilities and creates a positive, functional work environment.