Vice President, People

A LITTLE BIT ABOUT Boldr Boldr is the first global B‑Corp dedicated to delivering world‑class customer experience while creating access to dignified, meaningful work in communities around the world. We’re a globally diverse team operating across multiple countries and time zones, with ambitious growth goals. As a certified B Corp and Public Benefit Corporation, we hold ourselves to high standards of stakeholder equity, transparency, and measurable impact. VALUES Meaningful connections start with AUTHENTICITY We do our best work by being CURIOUS We grow by remaining DYNAMIC Our success combines AMBITIOUS VISION with OPERATIONAL EXCELLENCE At the heart of great partnerships, we’ll always find EMPATHY WHAT IS YOUR ROLE As VP of People, you are the executive leader accountable for Boldr’s global People strategy and the full employee lifecycle. You will lead and unify a multi‑disciplinary People org across People Business Partners, People Operations, Total Rewards, Talent Acquisition, and Talent & People Engagement (incl. L&D and engagement programming). This role is for a scaler, optimizer, and modernizer: someone who can sit at the SLT table as a peer, translate People insights into business strategy, and modernize how People work through automation, analytics, and clear operating rhythms—all without losing the human centre. WHY DO WE WANT YOU We’re looking for an impact‑driven People leader who will help Boldr grow sustainably. We want someone who will champion our values, raise the bar for leadership, protect organisational health, and build systems that scale. This requires immense focus and you will be responsible for shaping the next generation of Boldr’s leaders by designing the frameworks, development pathways, and cultural standards that empower people to lead with purpose, excellence, and empathy. WHAT WILL YOU DO Executive Leadership & Strategic Influence Serve as a key strategic partner to the Senior Leadership Team on org design, leadership effectiveness, workforce planning, and culture. Bring clear, high‑integrity counsel on sensitive topics (performance, promotions, compensation, restructures). Build an operating cadence for People that ties directly to business outcomes (growth, margin, retention, delivery health). Represent Boldr’s People Organization in critical client and sales conversations. Scale the People Function (Hundreds → Thousands) Design the People operating model for Boldr’s next stage: what becomes centralized vs specialized, what becomes COE, what stays local. Build scalable processes that do not rely on heroics or manual workarounds. Create clarity: decision rights, RACI, service levels, escalation paths, and "how People decisions get made here." Lead the development of scalable and compliant People systems and internal/external workflows for our Managed Outsourcing and Global Employment business lines across all regions. People Ops, Systems, Automation (Shared Services Mindset) Modernize People infrastructure (HRIS workflows, self‑service, ticketing/service delivery, knowledge base, automation). Establish data integrity and reporting discipline: headcount, attrition, engagement, performance outcomes, comp decisions. Create transparency norms that build trust while managing risk appropriately. Act as SME on HRIS systems and technology (Rippling) to design and build our workflows. Total Rewards (Equity‑Minded + Financially Fluent) Evolve compensation philosophy and governance (benchmarking against updated market and living wage baselines across all geographies). Lead comp cycles with rigor and clarity (timelines, manager enablement, auditability, communication). Partner with the business to design improvements in our compensation philosophy and salary review process. Talent Acquisition & Workforce Planning Partner with TA to structure scalable hiring plans tied to forecasted demand and build diverse hiring pipelines. Improve quality‑of‑hire signals and selection consistency (scorecards, interviewer training, structured loops). Learning, Performance, Engagement Raise leadership capability through repeatable manager development and L&D programming. Strengthen performance management to drive clarity, growth, and accountability. Build internal mobility pathways as a retention lever. Employee Relations, Compliance, Global Nuance Ensure compliance across regions and operating models. Lead sensitive ER issues with consistency and empathy. Translate local labour realities into business decisions, including client‑facing meetings. REQUIREMENTS WHAT WE’LL LIKE ABOUT YOU A high‑integrity executive who communicates clearly, especially in ambiguity. A calm, credible change leader who can move leaders and teams through transitions. A systems thinker with a bias for action (you ship improvements and sustain them). People‑first and business‑fluent. You can defend people strategy in financial terms. Tech‑savvy enough to modernise People through automation and strong system design. YOU HAVE 10+ years in People/HR, with 5+ years leading multi‑function teams. Proven experience scaling orgs from hundreds to thousands. Evidence of building or rebuilding People infrastructure: operating model, shared services, analytics, comp governance, performance systems, learning ecosystems. Experience working across countries/cultures with strong and varied labour/compliance instincts. Demonstrated ability to leverage HR technology (Workable, Rippling, PayScale, Juno Journey). Strong change‑management track record (reorgs, growth‑stage transitions, crisis comms). Executive‑level presence: can influence peers and clients and push back when needed. NICE TO HAVES Experience navigating organisational growth for Boldr and our clients. Experience supporting client‑facing labour/people conversations in a service business. Experience or desire to work in a certified B Corp / purpose‑led environment. SHRM‑SCP / SPHR (helpful, not required). Seniority level Executive Employment type Full‑time Job function Other Industries IT Services and IT Consulting #J-18808-Ljbffr