AVP, HR Operations & Transformation

About Nexxen

Flexible advertising, unified by data. Nexxen empowers advertisers, agencies, publishers, and broadcasters worldwide to leverage data and advanced TV in the most meaningful ways. The company’s technology stack includes a demand‑side platform (DSP), a supply‑side platform (SSP), and the Nexxen Data Platform at its core.

Position Summary

Nexxen is a global advertising technology company connecting advertisers, agencies, and publishers across screens and formats. The People function must be as efficient, consistent, and experience‑driven as the technology built. We seek a VP, HR Operations & Transformation to own and elevate the global HR operating model. This executive role covers the full employee lifecycle from onboarding to offboarding, ensuring People infrastructure is built for scale, compliance, and simplicity.

The VP will serve as executive sponsor and strategic owner of three core pillars: Total Rewards, People Operations, and HRIS & Analytics. Responsibilities include providing strategic direction and executive oversight, partnering with functional leaders to drive cohesion, accountability, and continuous improvement. The role reports directly to the CPO and will operate as a peer with other functional leaders, bringing data, structure, and an executive‑level perspective to every conversation.

Key Responsibilities

Executive Sponsorship of Total Rewards

• Provide executive oversight of the global Total Rewards function—including compensation, benefits, payroll, and global mobility—to ensure programs are competitive, compliant, and aligned with Nexxen’s compensation philosophy.
• Partner with the Total Rewards team to define and evolve the overall compensation philosophy, job architecture, and pay structures; present recommendations to the CPO and executive leadership.
• Serve as executive escalation point for complex, cross‑functional Total Rewards decisions including equity programs, executive compensation, and global mobility.
• Ensure the Total Rewards team has the resources, direction, and cross‑functional access needed to execute effectively at scale.

Architect the End‑to‑End Employee Journey

• Review, streamline, and enhance global People processes across the entire employee lifecycle—onboarding, performance cycles, mobility, and offboarding.
• Champion an employee‑first mindset, ensuring every process feels intuitive, consistent, and frictionless across all regions.
• Leverage AI and automation to modernize workflows and drive scalability and global consistency.

Build High‑Performing Operational Team

• Build and elevate the operations function across all purview areas.
• Unite the team, clarify roles and responsibilities, and establish strong goals to work toward.
• Leverage the team in setting a strategic HR Calendar across key cyclical processes with a streamlined programmatic lens.
• Drive accountability, sense of urgency, and strong operational rigor to ensure exceptional delivery.

Lead Systems, Automation & Data Strategy

• Own the roadmap and optimization of Nexxen’s HRIS and integrated People systems, ensuring they function as the single source of truth for People data.
• Drive AI adoption across the People function, ensuring tools are fully utilized and integrated into daily workflows.
• Establish strong data governance practices to support accurate, compliant, and real‑time analytics across all People programs.

Strengthen Compliance & Operational Integrity

• Ensure all People operational workflows meet local, state, federal, and international employment requirements while preserving business agility.
• Build documentation, controls, and audit‑ready processes across the People Operations function.
• Maintain and update policies, procedures, and employee handbooks globally.

Lead Transformation & Vendor Strategy

• Guide the People function through system and process transformations with clear communication, structured change management, and high stakeholder engagement.
• Provide executive oversight of vendor relationships across brokers, payroll providers, and HR technology partners, ensuring strong ROI and service levels.
• Partner cross‑functionally with Finance, Legal, and business leaders to embed new processes and drive sustainable adoption.

Qualifications

Required

• 12+ years of progressive HR leadership experience, with significant time in senior roles spanning HR Operations, Total Rewards, and/or HR Transformation.
• Demonstrated experience leading or overseeing Total Rewards functions including compensation, benefits, and payroll in a global environment.
• Proven track record leading large‑scale HRIS implementations or HR digital transformation initiatives.
• Strong knowledge of global labor law compliance and operational risk management.
• Experience building and scaling People processes in high‑growth or complex, multi‑regional environments.
• Strong executive presence and ability to influence and advise at the C‑suite level.
• Track record of leading and developing HR teams across multiple functional areas.
• Clear, concise communicator who can simplify complexity and drive alignment across diverse stakeholder groups.

Preferred

• Experience managing People functions through M&A, rapid scaling, or organizational restructuring.
• Background in building data governance frameworks and People analytics infrastructure.
• Familiarity with ad‑tech or media technology environments.

Core Competencies

• Strategic Drive – Leads with conviction and a clear point of view; drives decisions without needing consensus at every step.
• Critical Eye – Consistently questions whether processes and partnerships are delivering value; proposes improvements proactively.
• Simplifier – Reduces steps, eliminates friction, and leverages automation to create ease of use at scale.
• Executive Presence – Represents the HR function with confidence, clarity, and credibility at the executive level.
• Global Mindset – Balances regional nuance with the drive toward global consistency and operational scale.
• Execution Excellence – Delivers through disciplined project management, follow‑through, and clear accountability structures.
• Stakeholder Influence – Builds trust and drives alignment across complex, cross‑functional, and cross‑regional environments.