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Company

Seamless.AI · 9 hours ago

Vice President of People - Remote US

Columbus, OH

Full-time

Remote

Director/Executive

10+ years exp

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Artificial Intelligence (AI)Information Technology

Actively Hiring

No H1B

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Responsibilities

Develop HR policies, systems, and programs that support a productive, compliant, and high-engagement workplace.

Oversee the design, implementation, and continuous improvement of competitive compensation, benefits, and rewards programs aligned with market trends and internal equity.

Ensure all HR policies and practices comply with federal, state, and local laws, keeping up-to-date with regulations and implementing necessary changes.

Manage performance review cycles and ensure all departments are implementing all company policies around goal setting, regular feedback, and annual reviews to drive accountability and personal growth.

Serve as the escalation point for complex employee relations issues, conducting investigations and providing resolution guidance to managers.

Implement and leverage HR systems and tools to automate processes, enhance data tracking, and generate insights on turnover, engagement, and workforce trends.

Oversee and provide strategic direction for TA efforts to attract, hire, and retain top talent to meet organizational growth and competency needs.

Create and implement a talent acquisition strategy aligned with business goals, focusing on high-quality hires, speed, and long-term fit.

Collaborate with marketing and guide the recruitment team to position the company as an employer of choice through social media, career platforms, and brand initiatives.

Lead the recruitment team in building proactive pipelines for critical roles, anticipating future hiring needs, and creating partnerships with educational institutions, professional networks, and diversity-focused organizations.

Direct the recruitment team to ensure a seamless, inclusive, and positive experience for all candidates from application to onboarding.

Set talent acquisition metrics (such as time-to-fill, cost-per-hire, and quality of hire) to evaluate recruiting effectiveness. The recruitment team will track and report on these metrics to support data-driven decisions and continuous improvement.

Partner with finance to ensure alignment on the staffing budget and headcount plan. The recruitment team will support this by executing the hiring plans and ensuring alignment with organizational growth goals.

Ensure that organizational values are clearly defined and integrated into every aspect of the employee experience, from onboarding to daily operations.

Design and oversee programs that boost morale and engagement, such as recognition programs, wellness initiatives, and work-life balance policies.

Implement tools like pulse surveys and feedback sessions to measure engagement, identify pain points, and address employee concerns proactively.

Establish comprehensive onboarding and offboarding programs to ensure new hires feel welcomed, and departing employees provide valuable feedback.

Create pathways for professional growth across all departments, such as leadership development, skill-building workshops, and mentorship programs, to foster a culture of continuous learning.

Qualification

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HR leadershipTalent acquisitionCulture initiativesEmployment lawsTalent managementCompensation strategiesEmployee relationsHRIS proficiencyTalent management systemsOrganizational change managementProfessional growth opportunitiesOnboarding programsOffboarding programsStrategic decision-makingMentorship programs

Required

Proven leadership in HR, talent acquisition, and culture initiatives within dynamic, fast-paced environments.

Deep expertise in employment laws, HR best practices, and talent management strategies, including compensation, benefits, employee relations, and training/development.

Strong relationship-building with senior leaders, employees, and external partners, fostering collaboration and engagement.

Skilled in managing organizational change and communicating effectively to support clarity and morale during transitions.

Exceptional communication, interpersonal, and negotiation abilities.

Highly organized with strong attention to detail, time management, and a proven ability to meet deadlines.

Proficient in conflict resolution, analytical thinking, problem-solving, and strategic decision-making.

Adept in prioritizing and delegating tasks to meet organizational needs.

Proficiency in HRIS, talent management systems, and other HR tools.

At least 10 years of progressive human resource management experience including 5 years in a Senior leadership role.

Bachelor's Degree in related field or equivalent work experience.