VP, People Operations

Pindrop

7h•$240,000 - $285,000•Remote

About The Position

Pindrop is seeking a senior People leader to build, scale, and transform its People function. Reporting directly to the Chief People Officer, the VP of People Operations will serve as a strategic partner to the CPO and executive and functional leaders, translating business priorities into People strategies that improve organizational effectiveness, talent capabilities, and business performance. The role calls for a proactive executive who can identify opportunities, bring structure to ambiguity, develop plans, align stakeholders, and lead initiatives through implementation and measurable results. The VP will own the People Operations strategy and operating model, including scalable systems, processes, governance, operating rhythms, and accountability. The role provides strategic leadership across HR Operations, HR Business Partners, employee lifecycle programs, People systems, data governance, and operational compliance. It also partners with the CPO and Finance on compensation strategy, workforce planning, and organizational design, and provides senior-level guidance on complex employee relations matters and organizational change. A key focus is continuous improvement and AI transformation. The VP will use AI, automation, data, and technology to modernize processes and improve efficiency, while championing AI adoption, education, training, and upskilling across the organization. The role will establish performance measures and operating cadences, and ensure initiatives deliver meaningful outcomes and sustainable adoption. The VP will lead and develop a high-performing People team through coaching, empowerment, clear expectations, and accountability. The role emphasizes building leadership capability and succession strength, fostering a people-centered and business-minded culture, and developing the organization toward proactive, strategic delivery. This is a remote-first role with regular team on-sites, company-wide events, and other intentional in-person gatherings.

Requirements

15+ years of progressive People/HR experience, including senior leadership across multiple HR disciplines.
Prior VP-level experience or equivalent scope is strongly preferred.
A demonstrated history of career stability, including multiple examples of 3+ years of sustained tenure over the past decade.
Proven success building, scaling, and transforming People teams, operating models, and programs in high-growth technology or similarly dynamic environments.
Demonstrated ability to independently lead complex, cross-functional initiatives from strategy and planning through execution, adoption, and measurable business impact.
Demonstrated AI fluency and hands-on experience applying AI to improve business outcomes, champion adoption, build organizational capabilities, and lead AI training and upskilling initiatives.
Proven ability to build high-performing teams, develop future leaders, and empower direct reports through coaching, delegation, and accountability.
Strong executive presence, business acumen, and organizational judgment, including the ability to influence senior leaders, challenge constructively, and translate People insights into actionable business strategies.
Experience using People technology, workforce analytics, AI, and automation to improve efficiency, scalability, and organizational effectiveness.
Ability to balance empathy with accountability, make difficult decisions fairly, and lead through change and ambiguity.
Ability to operate as a credible executive partner and build strong relationships across the organization.

Nice To Haves

Prior VP-level experience or equivalent scope.
Experience in high-growth technology or similarly dynamic environments.

Responsibilities

Partner with the Chief People Officer to turn business priorities into actionable People strategies that strengthen organizational effectiveness, talent capabilities, and business performance.
Advise executive and functional leaders on workforce planning, talent, organizational effectiveness, and people-related business challenges using informed perspectives, sound judgment, and data-driven recommendations.
Lead the Quarterly ELT Talent and Organizational Business Review in partnership with Talent Acquisition and HRBP leadership.
Identify emerging talent and organizational challenges and present recommendations, business implications, risks, and proposed solutions.
Build cross-functional relationships and influence decisions while balancing employee needs, business priorities, and long-term organizational health.
Own the People Operations strategy and operating model, establishing scalable systems, processes, governance, and operating rhythms.
Identify opportunities to improve organizational effectiveness, operational efficiency, and employee experience, and translate them into initiatives.
Lead complex strategic initiatives from concept through execution, including business case development, planning, stakeholder alignment, implementation, change management, and measurement.
Lead continuous improvement and AI transformation, including AI education, training, and upskilling initiatives; use AI, automation, data, and technology to modernize processes and improve impact.
Establish an operating cadence with clear priorities, accountability, executive checkpoints, and measurable outcomes.
Set performance measures and accountability across People Operations and ensure initiatives produce meaningful outcomes, sustainable adoption, and continuous improvement.
Provide strategic leadership and accountability for HR Operations, HR Business Partners, employee lifecycle programs, People systems, data governance, and operational compliance.
Build and scale a strategic HRBP operating model that positions HR Business Partners as proactive advisors connected to business priorities and outcomes.
Lead through the team to deliver performance management, talent calibration, succession planning, leadership development, and employee experience programs.
Partner with the CPO and Finance on compensation strategy, workforce planning, and organizational design, providing insights, recommendations, and implementation plans.
Ensure the People organization provides accurate, actionable workforce data and analytics to identify trends, anticipate risks, and inform decisions.
Partner with leaders to address systemic barriers to organizational effectiveness, including leadership capability, accountability, communication, and employee engagement.
Provide senior-level guidance on complex employee relations matters and organizational changes, considering judgment, consistency, legal considerations, and company values.
Lead and develop a high-performing People team, fostering trust, accountability, collaboration, continuous learning, and strong service to the business.
Coach and develop direct reports through feedback, stretch opportunities, and intentional career development.
Empower team members with clear expectations, decision-making authority, autonomy, and accountability.
Build leadership capability and succession strength within the People organization.
Set high standards for quality, execution, and accountability, connecting team work to business impact.
Foster an environment where people can challenge ideas, make recommendations, learn from mistakes, and take ownership.
Model people-centered, business-minded leadership, including empathy, integrity, resilience, sound judgment, and willingness to make difficult decisions.

Benefits

Unlimited Paid Time Off (PTO).
Competitive compensation package, including RSUs for all employees.
Generous health and welfare plans, including one employer-paid employee-only plan.
Best-in-class employer contribution to a Health Savings Account (HSA).
Low-cost vision and dental plans for employees and their families.
Paid parental leave for birth, adoptive, and foster parents.
One year of diaper delivery for a new addition to the family.
Recurring monthly phone and internet allowance.
Enhanced fertility and GLP-1 benefits.
Annual Learning & Development stipend for professional growth, skill-building, certifications, and continued education.
Remote-first environment with flexibility and autonomy.
Regular team on-sites, company-wide events, and intentional in-person gatherings.