VP of People

Reflex Media, Inc.•Las Vegas, NV

1d•$160,000 - $250,000•Remote

About The Position

This is a strategic partner role to the founder. You will design and operationalize the People systems that make this company structurally different from most others. It is a job for a mid-career operator who has been thinking about the intersection of human psychology and systems design for years and wants a place to build the answer. You will help design and run three things most companies do not attempt: The Value Creator System. An ownership model where operators earn profit share based on demonstrated repeatable value, not tenure or title. You help design the mechanics: how contribution to revenue, margin, and strategic outcomes gets measured, how the pool is allocated, how the model attracts and holds the right people. The Certainty Framework. An operating philosophy that creates the conditions for eustress (voluntary striving toward something you care about) and eliminates structural sources of distress. Every domain you own is filtered through its eight principles: transparency, simplicity, present-focus, immediate feedback, sufficiency, optionality, cooperation, identity decoupling. The 10x Operating Principle. Growth through leverage per person, not through headcount. The default question is not 'what am I supposed to do' but 'what am I actually trying to accomplish, and what is the most leveraged way to do it.' This gets built into hiring, onboarding, performance, management, and compensation.

Requirements

8+ years of progressive People or HR leadership, including 3+ years at Director or Head-of-People level.
Built People systems from scratch in startup or high-growth environments, not inherited finished programs.
Deep expertise across compensation design, performance philosophy, talent development, org design, and employee lifecycle.
Designed and launched a manager development program, not just training sessions.
Strong analytical capability and executive presence in a founder-led environment.
Active AI proficiency plus a considered view of what AI-native actually means for how work is designed.
Distributed workforce experience at scale.
Bachelor's degree in Human Resources, Business, Psychology, or a related field.

Nice To Haves

Master's or doctoral training in Organizational Psychology, Industrial-Organizational Psychology, or behavioral science.
Experience designing compensation models that include profit share or other outcome-based structures.
Experience in technology, high-growth, or premium consumer environments.

Responsibilities

Set and execute the People agenda for Seeking, STNDRDS, and Standards. Every initiative connects to a measurable outcome. Own org design, workforce planning, and visibility into org health, team dynamics, and manager effectiveness.
Own the human side of how work actually gets done. Redesign hiring bars to screen for the 'always ask' mindset. Rebuild onboarding as a cultural install. Reward leverage over volume in performance systems. Anchor annual planning in outcomes, not headcount. Build honest, dignified off-ramps for people who cannot make the shift. Model the behavior in the People function itself: run it lean and leveraged.
Selection filters for mission-first, performance-driven, leverage-minded operators who volunteer to strive because they care about the work. It is also an active turn-off for people motivated by title, money, or the appearance of contribution. Structural design keeps the raw material selection produces from burning out: sufficiency (a real floor), identity decoupling (worth not fused to outcomes), immediate feedback (uncertainty stays low), and optionality (leaving is dignified and possible). Both jobs are yours. They are not the same job.
Help design and run the mechanics that turn the model from document to practice. Value-points measurement (how contribution to revenue, margin, and strategic outcomes gets scored), profit share allocation and vesting, and the trust-holdings model.
Own the compensation model for the combined organization. Salary covers the present. Profit share pays out on demonstrated repeatable value. Design and defend the base pay structure, benefits, and the profit share design and rollout. Build a compensation system a candidate can read in one sitting and understand exactly how they will be paid and why.
The Certainty Framework rejects annual reviews, stack rankings, and identity-fused evaluation. Design what replaces them: continuous, lightweight feedback close to the work; observation framed as observation and not verdict; inputs measured alongside outputs; growth as the metric rather than position in a hierarchy of judgment. Design, pilot, and land it.
Managers are the primary lever. Build a manager excellence program grounded in the framework: leader as gardener, evaluated on the conditions they create rather than the outcomes they extract. Real curriculum, not a workshop.
Own the full lifecycle from acceptance through departure. Complete and scale onboarding. Build stay interviews, career conversations, internal mobility, and offboarding that treats exit as dignified. Build the learning philosophy, career path frameworks, succession planning foundation, and the Associates Program for early-career talent.
Own the systems that make a remote-plus-Vegas company work. Assume this is solved in principle and unsolved in practice at most companies. Solve it here.
Partner with Talent Acquisition to attract the right people at scale. Shape how the combined organization presents itself. Ensure recruiting processes and candidate experience reflect what this company actually is.
Lead and grow a small People team. Make the case for future hires (HR Coordinator and Training & Development Partner) and make those hires with the same rigor you expect from every hiring manager. Model the management standards you are asking the rest of the company to build.