Vice President of People & Business Strategy, Veho

• We are not looking for a traditional HR executive
• This role is for a strategic builder, innovator, and partner who thrives on solving complex organizational challenges with a first-principles thinking and business-driven approach
• Winning Culture DNA: Hunger to build and scale high-performance cultures for a winning team that outperform incumbents
• First principle thinker: starts with the end in mind; lays out the principles and steps of how to get there before giving an answer. Has a strategic point of view
• Executive Team Leadership: Experience leading and developing leaders and influencing at the executive and board level. Structured and succinct communication
• Analytical problem solver: explains themselves with numbers; logic and reasoning
• Proven experience scaling organizations, ideally within a high-growth, fast-paced environment. You're excited by the challenge of building frameworks, systems, and culture from the ground up
• Builder. Resourceful and self-starter
• Comfort with Ambiguity: Thrives in environments where not all answers are clear, demonstrating adaptability and resourcefulness

Desirable

• This leader will leverage their experience in business operations and shape the people strategy to accelerate the business strategy
• As a critical member of the executive leadership team, this person will report directly to the CFO and be responsible for designing, building, and scaling our entire People function to fuel our ambitious growth objectives
• They will move Veho beyond conventional HR administration to create a transformative people experience that attracts, develops, and retains exceptional talent, fostering a high-performance culture that drives measurable business outcomes.
• Own and continuously improve talent density across Veho through recruiting, onboarding, development, performance management, and separation
• Establish clear performance expectations and feedback mechanisms that reinforce accountability and growth
• Comfortable with people analytics, using data to diagnose issues, inform strategies, and measure success
• Culture and Employee Experience
• Act as the chief steward of Veho DNA, ensuring it is clearly defined, consistently reinforced, and lived across the organization
• Maintain a real-time pulse on employee sentiment using both qualitative and quantitative inputs, and proactively surface insights to leadership