About VideoAmp

VideoAmp is the tech-first measurement company transforming how advertising is valued, bought, and sold. Powered by currency-grade big data and a best-in-class technology stack, our platform gives advertisers, agencies, and digital partners the ability to plan, optimize, and measure media investments across every screen — from linear TV and OTT to CTV and digital video.

VideoAmp is accelerating investment in agentic AI and intelligent optimization technologies — helping clients drive measurable, real-world outcomes in an increasingly complex media landscape. With 880% year-over-year measurement growth, 98% coverage of the TV ecosystem, and partnerships with 11 agency groups and 1,000+ advertisers, we're not just keeping pace with the industry — we're defining what comes next.

We believe great work requires great people — people who say "I'll find a way" instead of "it can't be done."

The Role

As a fast-paced tech company, we are at a critical inflection point in our growth. We are seeking an experienced VP, Head of People to architect and operationalize a sophisticated people strategy for a multi-state, distributed workforce. This leader will bring consistency, high performance, and strategic depth to our HR function, elevating it into a scalable and culture-anchored organization.

This role reports into the Chief Legal Officer and will manage a team of 3+ HR professionals. The ideal candidate brings deep expertise in total rewards, talent strategy, and HR compliance, with the ability to operate at both the strategic and executional level — and the organizational discipline and communication skills to execute with clarity across the Company.

What You'll Do

Lead the People Team

• Manage, mentor, and develop a high-performing People team, setting clear standards for excellence, accountability, and professional growth.
• Align the People strategy to the Company strategy with organized, proactive, and flexible execution across various business scenarios.

Learning & Development

• Oversee learning strategies and programs that build manager capability, support employee growth, and reinforce the skills and behaviors needed to execute company priorities.

Culture & Engagement

• Strengthen a high-trust, performance-oriented culture across a distributed workforce by reinforcing clear expectations, leadership behaviors, and consistent employee experience practices.
• Drive alignment and accountability through scalable culture programs that connect employees to the company mission.

Total Rewards

• Lead the continuous optimization and governance of compensation, equity, and benefits programs.
• Ensure the total rewards package is competitive, fiscally responsible, and serves as an effective lever for attracting, retaining, and motivating high-caliber talent across geographies.

Compliance, Policy, and Governance

• Lead the audit and enforcement of HR policies, employee handbooks, and mandatory training.
• Maintain deep, current expertise in federal, state, and local employment law with a focus on proactive risk mitigation across a multi-state footprint.
• Monitor and respond to regulatory developments impacting the workforce, ensuring the Company remains ahead of evolving legal requirements.

Employee Relations and Workplace Integrity

• Serve as a trusted advisor on employee relations matters including conflict resolution, performance management, and sensitive workplace situations.
• Ensure fair, consistent policy application and a positive, compliant work environment across all office locations.

Scalable HR Infrastructure

• Lead the ongoing optimization and maintenance of HRIS systems (Workday), workflows, and reporting that support a multi-entity, multi-state organization.
• Build and maintain scalable, compliant people operations infrastructure that grows with the Company.

People Analytics

• Direct the use of workforce data and KPIs to inform compensation decisions, drive workforce planning, measure retention effectiveness, and support organizational design.

Workplace Experience

• Oversee workplace operations and employee experience across all office locations, supporting a team that manages day-to-day facilities and creates a positive, functional work environment.

What You'll Bring

Experience & Education

• 10+ years of progressive, comprehensive HR leadership experience, including 4+ years in a Head of People or equivalent end-to-end leadership role.
• Prior experience managing HR teams is required.
• Bachelor's degree in HR, Business, or related field required; MBA/MA and SHRM-SCP or SPHR strongly preferred.

Total Rewards Expertise

• Deep expertise in compensation and total rewards, including base pay, incentive programs, equity, sales incentive plans, leveling frameworks, and benefits administration in a small-to-mid-size company.

Talent & Organizational Strategy

• Proven experience designing organization, retention, and talent sustainability strategies in fast-growth, technology-driven environments.
• Demonstrated success building and leading high-performing HR teams and shaping strong organizational cultures.

HR Compliance & Risk Management

• Proven ability to apply working knowledge of U.S. employment law to real-world HR decisions across the full employee lifecycle — including hiring, leave, accommodations, discipline, terminations, and reductions in force. A law degree is not required; what matters is strong practical compliance instincts and sound judgment.
• Multi-state compliance experience required, with the ability to operationalize policy and practice across jurisdictions with varying requirements.
• Experience navigating complex, high-compliance state environments such as California and New York.
• Comfortable partnering with employment counsel and knowing when to escalate — including experience supporting or managing agency matters (EEOC, DFEH, NLRB) or internal investigations. Prior direct experience preferred but not required.

Leadership & Communication

• Exceptional executive presence with the ability to influence and partner with C-suite leaders and board of directors, including the ability to develop clear, data-driven storytelling for senior audiences.
• Exceptional ability to prioritize across a broad and fast-moving portfolio, balancing long-term strategic initiatives with immediate operational needs — and driving projects to completion with clear ownership and reliable follow-through.
• Outstanding communication skills — able to translate complex people topics into clear, concise messaging for any audience, from individual contributors to the board of directors.
• Build strong relationships at all levels of the organization, effectively managing up to executive leadership while developing and supporting the People team.
• Ability to travel to various office locations as needed.

Systems & Operations

• Hands-on experience with HRIS platforms (e.g., Workday) and building scalable people infrastructure.
• Experience leading HR through organizational change, growth, and restructuring.

Compensation & Benefits

Our Values