Vice President of People Operations Jobs
Vice President of People Operations jobs are open across technology, healthcare, financial services, and enterprise companies, at levels from senior director to chief people officer, with specializations in talent acquisition, organizational development, and total rewards strategy. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 73+ Vice President of People Operations jobs
Title: Vice President, People & Culture
Department: People & Culture
Report to: COO and General Counsel
Compensation: $225,000 – $250,000
FLSA: Exempt
Employee Type: Full-Time, Regular
Location: New York, NY
Work Arrangement: Hybrid - 3 days/week in the SEO office at 55 Exchange Place, New York, NY 10005
ABOUT SEO
Founded in 1963 during the Civil Rights Movement, SEO closes educational and career opportunity gaps for 7,000 ambitious young people annually.
POSITION OVERVIEW
SEO is seeking a transformational Vice President, People & Culture to help shape the next chapter of our organization and employee experience. This is a unique opportunity for an accomplished people leader to build on a strong foundation and elevate how SEO attracts, develops, supports, and engages exceptional talent in service of our mission.
Over the past several years, SEO has made meaningful investments in talent acquisition, total rewards, workplace flexibility, and talent processes. The next chapter is about bringing those efforts together into a cohesive, high-impact people strategy that strengthens culture, deepens employee trust, and enables organizational excellence across the enterprise. Working alongside a new CEO focused on growth, clarity, and organizational effectiveness, the Vice President will help translate vision into the people systems, management practices, leadership capabilities, and cultural norms required to support SEO's next stage of expansion. This leader's charge is to ensure that as SEO grows, it does so with the consistency, accountability, and employee experience necessary to sustain long-term impact.
Reporting to the Chief Operating Officer and General Counsel, the Vice President will serve as both a strategic thought partner and an operational leader. The VP leads four functional areas, Talent Acquisition, Total Rewards, Talent Management, and People Operations, with the four functional leaders reporting directly to the VP. The P&C team totals 8.5 FTE, including the VP, with one People Operations & Executive Assistant position split equally between P&C and the Executive Office. They will advise executive leadership on talent and organizational matters, partner closely with managers to strengthen leadership effectiveness, and champion a people-centered culture where employees can do their best work. At the same time, they will oversee the systems, processes, and practices that ensure the People & Culture function operates with consistency, credibility, and excellence.
The ideal candidate is an influential relationship-builder who combines curiosity and adaptability with sound judgment with executional rigor. They are a trusted advisor, a skilled change leader, and an empathetic listener who seeks first to understand. They bring a clear and confident point of view, know how to translate ideas into action, and can thoughtfully prioritize, communicate, and sustain meaningful organizational change. Most importantly, they are energized by the opportunity to help build an exceptional employee experience and culture that enables SEO's people and mission to thrive.
Organizational Leadership & People Strategy
- Lead SEO's People & Culture functional areas, including Talent Acquisition, Total Rewards, Talent Management, and People Ops.
- Develop and communicate a practical, sequenced P&C roadmap that distinguishes urgent priorities from important longer-term work and protects the organization from initiative overload.
- Clarify P&C's partnership with each SEO team, along with decision ownership, service expectations, and escalation paths so employees and leaders know where to go and what to expect.
- Establish priorities and measures of success, communicate trade-offs and rationale, and sustain focus long enough for changes to take hold.
Change Management & Organizational Effectiveness
- Make disciplined change management a core organizational capability, particularly for technology, process, policy, and new ways of working.
- Use structured, continuous-improvement and project management approaches to understand the work, define the problem, simplify processes, engage users early, pilot where appropriate, and measure adoption.
- Build stakeholder engagement, communication, training, feedback loops, and reinforcement into implementation from the start rather than treating adoption as an afterthought.
- Listen before prescribing, build on what is already working, and avoid repeated redesign before prior changes are fully embedded and evaluated.
Talent Development & Performance Management
- Translate SEO's job roles and competencies into visible career pathways, development plans, succession practices, and stronger internal mobility.
- Strengthen performance management and accountability so expectations, feedback, development, and consequences are clearer and more consistent.
- Build sustained manager and leadership development rather than relying on one-time programs or leaving development solely to individual departments.
- Partner with leaders to strengthen succession planning, develop internal talent, and expand equitable access to development opportunities across the organization
Culture & Employee Experience
- Help SEO navigate organizational transition with clear communication, appropriate transparency, and thoughtful attention to employee experience.
- Clarify which people practices should be enterprise-wide and where local flexibility matters; strengthen inclusion across sites and address regional realities in compensation, benefits, and policies.
- Bring empathy and practical judgment to a modern, multigenerational workforce while balancing care for employees with organizational needs and accountability.
People Operations & Systems
- Ensure high-quality employee relations, total rewards, benefits, compliance, onboarding, policies, and core P&C services.
- Own and manage HR systems and vendors. Assess HR technology, employee data, and cross functional workflows with IT and Operations; establish reliable sources of truth, clear ownership, and practical workflows.
- Lead, develop, and unify the P&C team, creating clear accountability while enabling sound judgment close to the work.
- Build stronger cross-functional partnership and a team model that empowers team members to lead their respective functions.
COMPETENCIES & SKILLS
- Progressive senior People / HR leadership in a complex, mission-led organization; nonprofit experience is strongly relevant.
- Broad command of talent, performance management, compensation, benefits, employee relations, compliance, HR operations, and HR technology/data.
- Demonstrated organizational-change leadership, including adoption of new systems, processes, or ways of working; structured continuous improvement, or similarly disciplined methods are highly valued.
- Experience partnering with distinct business or program leaders and, ideally, a multi-site or decentralized organization where enterprise consistency must coexist with local needs.
- Track record developing managers and senior leaders, building succession and talent practices, and leading a strong People team.
- Ability to translate strategy into a realistic roadmap, prioritize competing demands, and lead implementation through adoption and measurable impact.
- Strong professional judgment, discretion, communication skills, and ability to create systems and practices that are effective for multiple, diverse stakeholder groups.
- Comfort with ambiguity, organizational transition, and the needs and expectations of a modern, multigenerational workforce.
COMPENSATION & BENEFITS
SEO offers a competitive compensation package and comprehensive benefits plan including low-cost health, vision, and dental options, a generous holiday schedule and PTO policies, disability coverage, fully paid time off for new parents, and employer contributions to health reimbursement and retirement accounts. We are constantly working to improve our benefits each year based on the needs of our employees. We value wellness and strive to put people first and foremost.
The compensation listed in this posting reflects what SEO believes it will pay for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and SEO reserves the right to modify this pay range at any time.
EEOC Policy
At SEO we are committed to cultivating a team that embodies the backgrounds and experiences of the constituencies we serve and the communities we live in, and a workplace that reflects the impact we make in the world. Candidates from all communities – including people of color, women, members of the LGBTQIA+ Community, veterans, and people with disabilities – are strongly encouraged to apply.
Equal Employment Opportunity is not just the law, it is our commitment.
Sponsors for Educational Opportunity is an Equal Opportunity/Affirmative Action Employer – M/F/D/V. We will consider all qualified applicants for employment regardless of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics, or any other legally protected status.
If you need accommodation while applying for a role with SEO, due to a disability, please email SEO Talent.
THE ORGANIZATION
Established in 1963 by Michael Osheowitz, SEO (Sponsors for Educational Opportunity) is an educational non-profit founded on the belief that talent is everywhere; but opportunity is not. Our programs are designed to educate, train, mentor, and amplify the voices of our participants to give them a seat at the table – every table. We propel human potential.
SEO is an innovator in education, mentorship, and creating educational career opportunities that maximize the full potential of our participants. Each year SEO serves 7,000+ participants nationally, and the organization is widely recognized for developing best-in-class programs with exceptional results.
Not every SEO participant is on the same journey, but all are hungry for opportunity and SEO creates an ecosystem of excellence. Learn more about SEO's programs here: https://www.seo-usa.org/our-programs/.
Title: Vice President, People & Culture
Department: People & Culture
Report to: COO and General Counsel
Compensation: $225,000 – $250,000
FLSA: Exempt
Employee Type: Full-Time, Regular
Location: New York, NY
Work Arrangement: Hybrid - 3 days/week in the SEO office at 55 Exchange Place, New York, NY 10005
ABOUT SEO
Founded in 1963 during the Civil Rights Movement, SEO closes educational and career opportunity gaps for 7,000 ambitious young people annually.
POSITION OVERVIEW
SEO is seeking a transformational Vice President, People & Culture to help shape the next chapter of our organization and employee experience. This is a unique opportunity for an accomplished people leader to build on a strong foundation and elevate how SEO attracts, develops, supports, and engages exceptional talent in service of our mission.
Over the past several years, SEO has made meaningful investments in talent acquisition, total rewards, workplace flexibility, and talent processes. The next chapter is about bringing those efforts together into a cohesive, high-impact people strategy that strengthens culture, deepens employee trust, and enables organizational excellence across the enterprise. Working alongside a new CEO focused on growth, clarity, and organizational effectiveness, the Vice President will help translate vision into the people systems, management practices, leadership capabilities, and cultural norms required to support SEO's next stage of expansion. This leader's charge is to ensure that as SEO grows, it does so with the consistency, accountability, and employee experience necessary to sustain long-term impact.
Reporting to the Chief Operating Officer and General Counsel, the Vice President will serve as both a strategic thought partner and an operational leader. The VP leads four functional areas, Talent Acquisition, Total Rewards, Talent Management, and People Operations, with the four functional leaders reporting directly to the VP. The P&C team totals 8.5 FTE, including the VP, with one People Operations & Executive Assistant position split equally between P&C and the Executive Office. They will advise executive leadership on talent and organizational matters, partner closely with managers to strengthen leadership effectiveness, and champion a people-centered culture where employees can do their best work. At the same time, they will oversee the systems, processes, and practices that ensure the People & Culture function operates with consistency, credibility, and excellence.
The ideal candidate is an influential relationship-builder who combines curiosity and adaptability with sound judgment with executional rigor. They are a trusted advisor, a skilled change leader, and an empathetic listener who seeks first to understand. They bring a clear and confident point of view, know how to translate ideas into action, and can thoughtfully prioritize, communicate, and sustain meaningful organizational change. Most importantly, they are energized by the opportunity to help build an exceptional employee experience and culture that enables SEO's people and mission to thrive.
Organizational Leadership & People Strategy
- Lead SEO's People & Culture functional areas, including Talent Acquisition, Total Rewards, Talent Management, and People Ops.
- Develop and communicate a practical, sequenced P&C roadmap that distinguishes urgent priorities from important longer-term work and protects the organization from initiative overload.
- Clarify P&C's partnership with each SEO team, along with decision ownership, service expectations, and escalation paths so employees and leaders know where to go and what to expect.
- Establish priorities and measures of success, communicate trade-offs and rationale, and sustain focus long enough for changes to take hold.
Change Management & Organizational Effectiveness
- Make disciplined change management a core organizational capability, particularly for technology, process, policy, and new ways of working.
- Use structured, continuous-improvement and project management approaches to understand the work, define the problem, simplify processes, engage users early, pilot where appropriate, and measure adoption.
- Build stakeholder engagement, communication, training, feedback loops, and reinforcement into implementation from the start rather than treating adoption as an afterthought.
- Listen before prescribing, build on what is already working, and avoid repeated redesign before prior changes are fully embedded and evaluated.
Talent Development & Performance Management
- Translate SEO's job roles and competencies into visible career pathways, development plans, succession practices, and stronger internal mobility.
- Strengthen performance management and accountability so expectations, feedback, development, and consequences are clearer and more consistent.
- Build sustained manager and leadership development rather than relying on one-time programs or leaving development solely to individual departments.
- Partner with leaders to strengthen succession planning, develop internal talent, and expand equitable access to development opportunities across the organization
Culture & Employee Experience
- Help SEO navigate organizational transition with clear communication, appropriate transparency, and thoughtful attention to employee experience.
- Clarify which people practices should be enterprise-wide and where local flexibility matters; strengthen inclusion across sites and address regional realities in compensation, benefits, and policies.
- Bring empathy and practical judgment to a modern, multigenerational workforce while balancing care for employees with organizational needs and accountability.
People Operations & Systems
- Ensure high-quality employee relations, total rewards, benefits, compliance, onboarding, policies, and core P&C services.
- Own and manage HR systems and vendors. Assess HR technology, employee data, and cross functional workflows with IT and Operations; establish reliable sources of truth, clear ownership, and practical workflows.
- Lead, develop, and unify the P&C team, creating clear accountability while enabling sound judgment close to the work.
- Build stronger cross-functional partnership and a team model that empowers team members to lead their respective functions.
COMPETENCIES & SKILLS
- Progressive senior People / HR leadership in a complex, mission-led organization; nonprofit experience is strongly relevant.
- Broad command of talent, performance management, compensation, benefits, employee relations, compliance, HR operations, and HR technology/data.
- Demonstrated organizational-change leadership, including adoption of new systems, processes, or ways of working; structured continuous improvement, or similarly disciplined methods are highly valued.
- Experience partnering with distinct business or program leaders and, ideally, a multi-site or decentralized organization where enterprise consistency must coexist with local needs.
- Track record developing managers and senior leaders, building succession and talent practices, and leading a strong People team.
- Ability to translate strategy into a realistic roadmap, prioritize competing demands, and lead implementation through adoption and measurable impact.
- Strong professional judgment, discretion, communication skills, and ability to create systems and practices that are effective for multiple, diverse stakeholder groups.
- Comfort with ambiguity, organizational transition, and the needs and expectations of a modern, multigenerational workforce.
COMPENSATION & BENEFITS
SEO offers a competitive compensation package and comprehensive benefits plan including low-cost health, vision, and dental options, a generous holiday schedule and PTO policies, disability coverage, fully paid time off for new parents, and employer contributions to health reimbursement and retirement accounts. We are constantly working to improve our benefits each year based on the needs of our employees. We value wellness and strive to put people first and foremost.
The compensation listed in this posting reflects what SEO believes it will pay for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and SEO reserves the right to modify this pay range at any time.
EEOC Policy
At SEO we are committed to cultivating a team that embodies the backgrounds and experiences of the constituencies we serve and the communities we live in, and a workplace that reflects the impact we make in the world. Candidates from all communities – including people of color, women, members of the LGBTQIA+ Community, veterans, and people with disabilities – are strongly encouraged to apply.
Equal Employment Opportunity is not just the law, it is our commitment.
Sponsors for Educational Opportunity is an Equal Opportunity/Affirmative Action Employer – M/F/D/V. We will consider all qualified applicants for employment regardless of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics, or any other legally protected status.
If you need accommodation while applying for a role with SEO, due to a disability, please email SEO Talent.
THE ORGANIZATION
Established in 1963 by Michael Osheowitz, SEO (Sponsors for Educational Opportunity) is an educational non-profit founded on the belief that talent is everywhere; but opportunity is not. Our programs are designed to educate, train, mentor, and amplify the voices of our participants to give them a seat at the table – every table. We propel human potential.
SEO is an innovator in education, mentorship, and creating educational career opportunities that maximize the full potential of our participants. Each year SEO serves 7,000+ participants nationally, and the organization is widely recognized for developing best-in-class programs with exceptional results.
Not every SEO participant is on the same journey, but all are hungry for opportunity and SEO creates an ecosystem of excellence. Learn more about SEO's programs here: https://www.seo-usa.org/our-programs/.
See All 73 Vice President of People Operations Jobs
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Find JobsVice President of People Operations Job Market
Who's Hiring
Top Industries Hiring
- Manufacturing
- Distribution & Wholesale
What Employers Look For
The qualifications that appear most often in vice president of people operations jobs.
- 10 or more years of progressive HR leadership experience across multiple functions
- Proven ability to design and scale people programs in high-growth environments
- Deep expertise in talent acquisition, performance management, and employee relations
- Experience partnering directly with C-suite and board-level stakeholders on workforce strategy
- Strong working knowledge of HRIS platforms and HR analytics tools
- Bachelor's degree in human resources, business administration, or a related field, with an advanced degree or SHRM-SCP preferred
Tips for Your Vice President of People Operations Job Search
Quantify people programs you have led
VP-level hiring managers want to see workforce impact in numbers. Replace vague phrases like 'improved retention' with specific outcomes tied to programs you owned, such as reduced voluntary turnover rates or accelerated time-to-fill across a defined headcount.
Align your resume to company growth stage
A series B startup and a 10,000-person enterprise need very different things from a VP of People. Tailor your resume so the most relevant experience leads, whether that is building HR infrastructure from scratch or scaling existing systems across multiple business units.
Target openings by organizational trigger
VP of People Operations roles open most often after a funding round, a merger, rapid headcount growth, or a departing CHRO. Filtering for companies in those situations, through business news or funding announcements, puts you in front of roles before they go wide.
Apply early to roles that fit
Migrate Mate lists vice president of people operations openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a people strategy narrative for interviews
Interviewers at the VP level expect you to articulate a coherent philosophy, not just list past initiatives. Practice walking through how you diagnose culture, sequence programs for impact, and align people strategy to business goals in two to three minutes without notes.
Negotiate total compensation, not just base
VP of People Operations offers frequently include equity, bonus targets, and executive benefits that dwarf base salary differences. Before accepting any offer, map out the full package, including vesting schedules and change-of-control provisions, so you are comparing total value accurately.
Vice President of People Operations Jobs: Frequently Asked Questions
Which companies are hiring the most vice president of people operationss?
The companies hiring the most vice president of people operationss right now include Fivetran, Turnitin, and Pernod Ricard North America, with the largest share of openings in New York, Texas, and California, based on current listings on Migrate Mate as of November 2026. Technology and healthcare companies account for a consistent portion of active postings at this level.
How many vice president of people operations jobs are remote?
About 84% of vice president of people operations openings are fully remote or hybrid as of November 2026, reflecting the executive nature of the role and the expectation of regular leadership presence. Functions like people analytics, compensation design, and HR technology oversight tend to have the highest share of remote-eligible postings, while culture and organizational development roles more often require on-site time.
How do you become a vice president of people operations?
Most vice presidents of people operations build their path by accumulating director-level experience across multiple HR functions, including talent acquisition, total rewards, and employee relations. Earning a senior HR certification, taking on cross-functional business projects, and demonstrating measurable workforce outcomes in prior roles are the most common steps that lead to a VP appointment.
Can you get a vice president of people operations job with limited senior HR experience?
It is uncommon but not impossible to move into a VP of People Operations role without extensive senior HR experience. Candidates who have led broad operational functions, managed large teams, or served as a solo HR leader at a small company sometimes make this transition by emphasizing strategic impact over traditional HR tenure and targeting early-stage companies building their people function for the first time.
What does the vice president of people operations interview process look like?
The interview process for a vice president of people operations role typically moves through an initial recruiter screen, a hiring manager conversation focused on leadership philosophy and strategic fit, and a panel round with the CEO, CFO, or other executives. A final stage often includes a people strategy presentation or case study where candidates propose how they would approach the company's most pressing workforce challenges.
Where can I find and apply to vice president of people operations jobs?
You can find and apply to vice president of people operations jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your experience and seniority, then apply directly to each listing that fits.
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