VP of People

Perry Weather•Dallas, TX

1d•Onsite

About The Position

Perry Weather is the weather safety standard for organizations that operate outdoors. We combine on-site weather hardware with a software platform that automates alerts, siren activations, and safety decisions for more than 3,000 organizations — from the PGA of America, the NFL, and MLB to Turner Construction, thousands of school districts, cities, and golf courses. We've grown 80%+ annually for five consecutive years, and are continuing to grow. We're headquartered in Dallas at The Centrum, in the Oak Lawn neighborhood, where our teams work together every day to help organizations make faster and safer decisions when weather puts people, assets, and operations at risk. As Perry Weather continues in its sixth year of 80-100% y/y growth, we're looking for a VP of People as the senior-most People leader to build a robust talent acquisition engine and lead the team as we experience rapid scale. This is a build-and-mature role: you'll take what exists, professionalize it, and design the systems, strategy, and team needed to hire well as we grow. You'll partner directly with the executive team to translate business growth plans into a people strategy. This is a hands-on role for someone who has previously built and scaled a recruiting function and knows how to turn an early-stage foundation into a repeatable, high-performing engine.

Requirements

8+ years of People/HR leadership experience
Proven experience scaling a recruiting function at a growth-stage company — you've taken an early or informal recruiting process and turned it into a structured, repeatable, high-performing engine
Experience managing recruiters or sourcers directly, with a track record of leveling up talent acquisition talent
Experience owning People Operations broadly (HRIS, comp, benefits, compliance)
A track record of scaling teams and processes through high-growth periods
Strong systems thinking — you can take what's there, professionalize it, and make it work at 3x the size
Experience managing managers and building out a People team
Excellent judgment on when to build formal process vs. move fast

Nice To Haves

Experience in SaaS, B2B software, or other high-growth contexts
Experience building People functions across multiple company growth stages (e.g., Series A/B through later stage)
Familiarity with modern HRIS and ATS platforms

Responsibilities

Assess our current recruiting foundation and build the strategy, process, and infrastructure needed to scale it — sourcing strategy, structured hiring processes, interview frameworks, and employer branding
Lead and develop the recruiting team, leveling up their skills and giving the team clear process, tooling, and direction to work from
Design scalable hiring practices that keep pace with headcount growth across departments (sales, engineering, product, and customer-facing teams)
Own workforce planning in partnership with department leaders: forecasting hiring needs, building pipelines ahead of demand, and setting hiring targets
Establish metrics and reporting for time-to-fill, quality-of-hire, pipeline health, and cost-per-hire
Build out compensation philosophy and leveling frameworks in partnership with Finance
Lead efforts to build a strong employer brand, attracting top talent from across DFW
Own the full People Operations function: HRIS, benefits administration, compensation structure, and people-related compliance
Set the overall People strategy and roadmap in alignment with company growth goals
Partner with the Director of HR to ensure HR programs, workplace operations, and culture initiatives are resourced and aligned with broader People strategy
Ensure workplace operations stay aligned with broader People Ops systems and budget
Build scalable systems and processes that can flex as the company grows
Own People budget and headcount planning
Directly manage the People Team, hiring and developing additional People team members as the function scales
Serve as a strategic partner to the executive team and act as a voice for the employee experience in leadership conversations