VP, Workforce Architecture & Total Rewards

1Password

2d•Remote

About The Position

1Password is seeking a VP of Workforce Strategy & Total Rewards to be a founding architect of a people function designed for the future. This role will set the strategic vision for how work, rewards, and the workforce evolve, serving as a trusted advisor to the CPO and C-suite. The ideal candidate will possess a rare combination of deep compensation expertise, organizational design instincts, and intellectual curiosity to lead in an AI-augmented world. This individual will lead a team of 15-20 people professionals and have full ownership of programs shaping employee experience, growth, and reward. The role is central to 1Password's strategic momentum in evolving its people function and embracing AI in HR. It requires a leader who can hold the vision and drive execution, bringing strategic clarity, building a high-performing team, and earning influence through insightful thinking and credibility.

Requirements

12+ years of HR leadership experience
Proven track record leading organizational design and transformation, including navigating leadership change and cultural evolution, building and developing high-performing People teams, with demonstrated commitment to talent development and succession planning
Deep domain expertise in total rewards, particularly compensation design and benchmarking in competitive tech markets
Demonstrated experience owning and implementing HR systems and processes at scale, including driving adoption across a distributed or decentralized organization
Experience operating in a global role, managing programs and teams across multiple countries and jurisdictions
Strong executive presence and a genuine advisory orientation — someone who earns trust through insight and candor, not tenure or hierarchy across multiple stakeholders, employees, ELT, founders, investors and board.

Nice To Haves

Background in the technology industry; experience with Tech companies or comparable high-growth tech environments is a strong differentiator
Familiarity with AI workforce tools, copilots, or automation platforms (e.g., Workato, LLM-based HR tools, or equivalent)
Experience supporting a company through a pre-IPO scaling phase or similar high-stakes growth context
Hands-on experience with modern knowledge management and HR delivery models (e.g., Notion, Guru, or similar)
Experience operating in or alongside a function undergoing structural transformation (e.g., moving from a generalist model to a product/pod model)
Familiarity with blended workforce concepts and experience designing work in environments where human employees and AI agents coexist

Responsibilities

Serve as the primary strategic advisor to the SVP of HR and C-suite on workforce planning, organizational design, and the future design of work.
Architect and own a unified workforce strategy, consolidating distributed efforts into a coherent, company-wide framework.
Apply and operationalize the Hire / Build / Borrow / Bot framework across enterprise capability planning, partnering with business leaders to make decisions about how work gets done.
Partner with Finance, Legal, IT, and Revenue Operations to ensure workforce plans are grounded in business realities and aligned with cross-functional priorities.
Design scalable org structures that support 15-20% annual growth across a global, multi-jurisdictional footprint.
Lead the transformation of how people work gets done, moving from manual processes toward AI-assisted and autonomous execution.
Define the governance model for how AI tools, copilots, and autonomous agents are deployed across the workforce.
Partner with IT and technology teams to ensure HR use cases are prioritized, well-designed, and adopted.
Establish the company's knowledge and policy architecture as a production-ready, AI-accessible foundation for employee and manager support.
Reduce time-to-start across the full hiring and onboarding lifecycle by identifying and eliminating process and automation gaps.
Modernize the compensation and calibration planning cycle to be leaner, faster, and less burdensome.
Serve as the strategic voice on total rewards philosophy at the executive level, setting direction for competitive talent markets.
Drive consistent, trusted HR systems architecture across a decentralized technology environment.
Lead, develop, and inspire a team of 15-20 People professionals across compensation, benefits, HR systems, analytics, and AI tooling.
Build bench strength and create deliberate development pathways for the team.
Navigate a matrixed environment with competing priorities, building coalitions and driving progress through influence.
Act as a credible, trusted advisor to C-suite leaders, translating complex workforce dynamics into clear strategic choices.
Model clear, data-informed, direct, and actionable executive communication and decision support.