VP, People

RevolutionParts•Tempe, AZ

5h•Remote

About The Position

RevolutionParts is a high-growth SaaS company modernizing and transforming the automotive parts eCommerce ecosystem. Our platform enables enterprise and mid-market customers to operate more efficiently, grow profitably, and deliver best-in-class digital experiences in an industry that has historically lagged in innovation. Founded in 2014, RevolutionParts combines deep automotive domain expertise with modern SaaS infrastructure to power a more efficient, scalable, and connected supply chain. We are building the industry-defining platform—and we’re entering the next phase of scale RevolutionParts is entering its next phase of scale. We’ve built a category-defining SaaS platform modernizing automotive parts eCommerce, serving 2,000+ customers with ambitions to 3x the business over the next several years. We are PE-backed, growth-oriented, and moving from founder-led execution toward durable, scalable operations. To get there, we need a VP, People who has done this before. This is not a maintenance role. This is a builder-operator role for a senior People leader who has guided a company through the Series A → B → C journey (or equivalent revenue and headcount scale) and knows what breaks, what matters, and what must be built before it becomes painful. You will partner directly with the CEO and executive team to build the leadership depth, operating discipline, and people systems required for the next chapter of growth—and eventual liquidity. Location: We’d love to find someone in the Phoenix area, but we’re open to exceptional U.S.-based remote talent as well. The Mission: Build a high-performance organization that scales revenue, talent, and leadership without losing speed or culture. You will own the full People function—strategy and execution—and ensure People decisions are directly tied to business outcomes.

Requirements

Served as the top People leader for a SaaS or tech-enabled company through Series A → C or ~$30M → $100M+ revenue scale
Scaled organizations from ~100 to 300+ employees
Partnered directly with a CEO and executive team under real growth pressure
Built People systems from scratch—and rebuilt them when they broke
Strong business acumen and comfort tying people decisions to financial outcomes
Executive presence, sound judgment, and a bias toward action

Nice To Haves

Experience in PE-backed environments, M&A integration, or IPO readiness
Executive compensation and equity program design
Regular interaction with boards or financial sponsors

Responsibilities

Act as a trusted advisor to the CEO and executive team on org design, succession, leadership effectiveness, and workforce planning.
Prepare the company for board-level scrutiny, diligence, and future exit scenarios (PE, M&A, or IPO).
Translate business strategy into people strategy with clear operating rhythms and accountability.
Design and evolve org structures that support rapid growth from ~100 → 300+ employees.
Build leadership bench strength, succession plans, and readiness across critical roles.
Coach executives known for results—not theory.
Build scalable, data-driven hiring systems that prioritize talent density over volume.
Raise hiring standards while maintaining speed in a competitive market.
Ensure consistent, bias-aware decision-making tied to long-term performance.
Architect and professionalize People systems: HRIS, performance management, compensation, leveling, and career frameworks.
Ensure compliance, data integrity, and operational excellence without bureaucracy.
Build dashboards that executives actually use to run the business.
Design compensation, incentive, and equity programs aligned with accountability and value creation.
Reinforce a performance-driven, values-aligned culture through periods of change.
Maintain trust, transparency, and engagement as the company scales.