VP of People

Our Company

The workplace is undergoing a complete transformation. Today with the rise in hybrid working and expectation of employee personal choice, use of the workplace has become completely unpredictable. In order for workplace and real estate leaders to effectively manage space and serve today's employees, they need to fully understand physical space and how people are using it in real-time. This ability is called spatial intelligence, and VergeSense is the leader in providing these insights, which lead to reduced real estate costs, improved employee retention, and better sustainability.

VergeSense is the leading workplace analytics platform used by innovative Fortune 500 companies across the world. These businesses use VergeSense to transform their static office into a dynamic workplace that matches today's employee needs and expectations. Powered by intelligent sensors and AI-driven insights, customers rely on VergeSense to reduce or reinvest real estate, improve building operations, and create spaces that meet today's employee expectations.

The Role

The Vice President (VP), People is responsible and accountable for developing and executing the human resources strategy in support of the overall business plan and strategic direction of the company, specifically in the areas of recruitment, succession planning, talent management, change management, organizational and performance management, training and development, and compensation and benefits. The incumbent functions as a strategic business advisor to executive and senior management regarding key HR matters. Provides overall leadership and guidance to the HR function, develops, and implements People/HR programs, policies and processes to achieve strategic business goals. The VP, People serves on the executive leadership team and reports directly to the CEO.

What You'll Do: Leads a team of employees providing HR and talent acquisition operational support. Oversees the relationship and activities of the Company’s PPE partnership. In collaboration with the executive leadership team, formulates long-term HR strategies and enhances employee and organizational capabilities needed to sustain and grow the company. Provides strategic direction and guidance on the development and revision of HR policies and procedures. Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics. Advise and coach management on employee relations matters, disciplinary actions, performance improvement plans, and terminations in accordance with company policies. Researches, develops, and implements competitive compensation, benefits, performance development/management, and employee incentive programs. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Manages employee engagement surveys, analyzes results, and works with senior leadership in developing recommended actions to improve employee engagement and overall work environment. Knowledgeable in international employment law and immigration. Regularly reviews software tools for relevance and applicability. What We're Looking for: Leads, inspires, and develops team with a vision toward expanding on our “People First” model. Sets and ensures achievement of goals and highest standard of performance. Models our company core values, leads with expertise with a focus on a vision with strong cultural values. Build a rewarding and engaging culture where creativity, quality, diversity, and inclusion are nurtured. Promote collaboration, communication, and commitment across the organization. What You'll Need: Results oriented. Excellent verbal and written communication skills. Excellent organizational and leadership skills. Strong expertise in HR policies, procedures, and laws. Strong background of hiring processes, personnel management tools, and training and development programs. Strong knowledge of performance management systems and programs. Skilled in recurring and developing high potential talent and fostering high performing teams. Ability to execute on and motivate a team around HR and talent acquisition. Experience in working cross functionally with different teams. Strong analytical skills in targeting, acquiring, and synthesizing key HR data. Ability to imagine new ways of working and new business models and apply and develop creative and innovative solutions. Education and Experience Bachelor’s degree in Human Resources, Business Administration, or related field required. At least fifteen years of human resource management experience highly preferred. Certifications such as SPHR, PHR, SHRM-CP, or SHRM-SCP strongly preferred.