VP of People & HR

Versa Networks•Santa Clara, CA

6d•$300,000 - $380,000•Hybrid

About The Position

Versa Networks is seeking a VP of People to lead and scale our global HR function at a pivotal moment in the company's growth. With nearly 900 employees worldwide and a clear path toward IPO, we need a seasoned people leader who has done this before — someone who has built the HR infrastructure, org design, and people programs that a high-growth technology company needs to succeed at scale. Reporting directly to the CEO, you will own the full people strategy for Versa. You will inherit a small but effective People team which has built a strong foundation. Your mandate will be to build on that foundation— implementing an HRIS, establishing job architecture and career frameworks, continuing to grow the HR team, and positioning Versa’s people function for the demands of an eventually public company. This is a high-impact, highly visible role for a leader who is equally at home rolling up their sleeves to solve a complex employee relations matter.

Requirements

12+ years of progressive HR experience, including at least 4–5 years in a VP or equivalent senior HR leadership role.
Demonstrated experience building and scaling an HR function at a high-growth technology company — ideally through an IPO, acquisition, or comparable inflection point.
Deep expertise across the full HR spectrum: total rewards, compliance, employee relations, talent acquisition, performance management, and HRIS.
Proven track record of leading, developing, and growing an HR team.
Strong command of U.S. employment law across multiple states; working familiarity with international HR compliance.
Executive presence and communication skills to influence at the C-suite and board level while remaining approachable and trusted by employees at every level.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Applicants must be authorized to work in the United States

Nice To Haves

SHRM-SCP, SPHR, or equivalent senior HR certification.
Hands-on experience leading an HRIS evaluation, vendor selection, and global rollout.
Experience with ADP Workforce Now.
Prior experience designing job leveling frameworks and career progression architecture at scale.
Experience managing or partnering with PEO/EOR providers for international workforce compliance.

Responsibilities

Serve as a trusted advisor and thought partner to the CEO and executive leadership team on all people-related matters.
Develop and execute a multi-year people strategy aligned to Versa’s growth trajectory, culture, and pre-IPO readiness.
Lead organizational design and workforce planning as the company scales toward and beyond IPO.
Partner with Finance on headcount planning, people-related costs, and board-level people metrics and reporting.
Directly manage the Sr. Director of Talent Acquisition & People Operations, providing strategic direction and support for the recruiting and people operations functions.
Assess current HR capacity and gaps to help level-up the HR and People org.
Set the tone for a people team culture that is employee-first, operationally excellent, and trusted across the organization.
Lead the evaluation, selection, and implementation of a company-wide HRIS to centralize employee data, automate workflows, and support global compliance.
Ensure continued strength in our ADP Workforce Now environment for U.S. payroll; optimize for scale.
Establish scalable HR policies, SOPs, and governance frameworks across multiple jurisdictions.
Oversee compliant, consistent onboarding and offboarding processes globally.
Design and implement a comprehensive job architecture and leveling framework to support career clarity, internal equity, and compensation consistency globally.
Own compensation benchmarking and total rewards strategy; ensure Versa remains competitive across the markets where we hire.
Oversee benefits strategy across U.S. and international markets, including equity administration and employee education on total compensation.
Partner with Finance on compensation modeling and annual budget planning.
Partner with the Sr. Director of TA & People Operations to ensure a high-quality, scalable talent acquisition function that supports the business.
Design and drive a performance management framework that is practical, consistent, and fosters a culture of continuous feedback and accountability.
Build manager effectiveness and leadership development programs that strengthen Versa’s bench.
Establish career development pathways that drive retention and support internal mobility.
Ensure compliance with federal, state, and local employment law across all U.S. jurisdictions; partner with local counsel and PEO/EOR providers for international locations.
Provide strategic oversight on employee relations matters — supporting the team on day-to-day issues and engaging directly on complex or sensitive cases.
Maintain executive oversight of separation processes and global termination practices, partnering with legal as needed.
Lead the company’s readiness for public company HR compliance obligations.
Champion Versa’s culture and values across a distributed, global workforce.
Build an employee listening strategy — surveys, focus groups, stay interviews — and translate insights into meaningful, visible action.
Partner with leadership on change management as the company grows and approaches IPO.