VP People

Serhant•New York, NY

3h•Onsite

About The Position

This role is the company’s internal systems architect for people - the executive responsible for building the structure, accountability, and talent engine that allows SERHANT. to scale from hundreds to thousands without cultural drift, compensation chaos, or organizational politics. The VP of People will sit at the center of growth, ensuring the business has the right talent, the right structure, and the right standards - with values that actually mean something. This role will build and operate a high-accountability, low-politics organization where performance is clear, roles are crisp, leaders are enabled, and culture has teeth. This leader ensures SERHANT. scales with consistency, clarity, and consequences - not confusion.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; a Master’s degree or MBA is preferred.
10+ years of progressive HR leadership experience, with a minimum of 8 years in a senior role.
Proven experience leading People Operations teams and working with executive leadership, particularly within the real estate industry or high growth start ups
Experience managing People Operations for mixed organizations of W2 and 1099.
Functional expertise in employee relations, performance and talent management, change management, culture and engagement, compensation and benefits, and talent acquisition.
HR certifications such as PHR, SPHR, SHRM-SCP, or equivalent required.
Strong business acumen with the ability to align People Operations strategies with business objectives.
Exceptional leadership, communication, and interpersonal skills, with the ability to influence and build strong relationships at all levels of the organization.
Experience with ADP Workforce Now and other HR technology platforms, including data analytics.
Strategic Thinking
Leadership and Influence
Change Management
Business Acumen
Decision Making
Emotional Intelligence

Nice To Haves

Experience working HR for a US based Brokerage.

Responsibilities

Design and own a company-wide compensation philosophy across staff, leadership, and agents (in partnership with brokerage leadership)
Maintain competitive, scalable comp bands, bonus structures, and benefits
Oversee full benefits lifecycle, compliance testing, ADA, and administration
Own all compensation processes end-to-end, including salary planning, compensation conversations, bonus design, and performance review cycles
Own organizational design, reporting structures, and role definition
Ensure every team has clarity on expectations, accountability, and decision rights
Support workforce planning and long-term scaling strategy
Support internal recruiters for all non-agent roles across the company
Partner with department heads to identify talent needs and drive hiring excellence
Build a recruiting engine that matches SERHANT.’s pace and ambition
Implement performance systems that drive accountability and continuous improvement
Lead calibration, promotions, corrective action, and exits with consistency and fairness
Coach leaders to manage high standards without drama
Ensure adherence to all local, state, federal, and international employment regulations
Own policies, offer letter templates, employee handbook, and legal risk management
Build leadership development and manager training that scales
Strengthen execution through better coaching, feedback, and decision-making
Implement internal learning programs across compliance and skill development
Build a culture where values are more than words - they shape behavior and decisions
Drive engagement, resolve employee relations issues, and protect culture as SERHANT. grows
Create a workplace where performance and integrity are non-negotiable
Leverage HR technology, analytics, and process design to streamline operations
Provide executive reporting on workforce metrics, engagement, retention, and org health
Build scalable people infrastructure, not reactive HR support