Vice President - People & Culture

Role Description

The People & Culture Vice President serves as a key executive leader at Greenbox Capital, helping the company strengthen its People function through the next stage of organizational growth and maturity. This role owns and evolves core People strategies including:

• Hiring quality
• Performance management
• Manager accountability
• Employee relations
• Leadership capability
• People operations
• Scalable infrastructure

The individual partners closely with the CEO and executive leadership team to improve how Greenbox hires, manages, develops, communicates, and holds people accountable. This role reports to the Chief Executive Officer and leads the People & Culture function.

What Success Looks Like

Here’s how your time might break down (actual time can shift depending on business needs):

• Talent Acquisition Strategy & Hiring Quality:
  • Strengthening hiring standards, candidate evaluation, and manager accountability in the recruiting process
• Performance Management & Manager Accountability:
  • Improving performance discipline, KPI/OKR alignment, calibration, documentation, and follow-through
• People Strategy & Executive Partnership:
  • Advising the CEO and executive team on organizational design, leadership capability, workforce priorities, and culture
• People Infrastructure & Change Adoption:
  • Building scalable systems, processes, SOPs, workflows, training, and communication rhythms
• Employee Relations, Compliance & Risk:
  • Providing experienced judgment on employee relations, corrective action, workplace risk, legal escalation, compensation, benefits, and compliance
• People Team Leadership:
  • Leading and developing the People & Culture team across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

How you’ll be measured

• Talent Acquisition Strategy & Hiring Quality:
  • Set hiring standards and improve candidate evaluation methods
  • Support executive and critical-role hiring
  • Strengthen structured interviews, scorecards, recruiting governance, and hiring manager accountability
  • Ensure Greenbox attracts and selects talent aligned to business needs, performance expectations, culture, and long-term organizational capability
• Performance Management & Manager Accountability:
  • Build, own, and improve the performance management cycle
  • Strengthen KPI/OKR alignment, calibration, manager coaching, accountability standards, documentation, and follow-up mechanisms
  • Improve manager behavior and reinforce consistent performance expectations across the organization
  • Support development of high-performing employees while addressing underperformance directly and consistently
• People Strategy & Executive Partnership:
  • Partner with the CEO and executive leadership team on organizational capability, workforce priorities, leadership effectiveness, and structure
  • Help clarify roles, decision rights, and operating expectations
  • Align People initiatives with business growth, scalability, culture, and operating discipline
• People Infrastructure & Change Adoption:
  • Design and improve People systems, SOPs, policies, workflows, communications, and training programs
  • Drive adoption across managers and leaders
  • Create practical structure in a lean, virtual environment where systems and processes are still maturing
  • Improve consistency, documentation, and execution without overcomplicating the organization
• Employee Relations, Compliance & Workplace Risk:
  • Provide experienced judgment on employee relations matters, corrective action, workplace risk, legal escalation, compliance, compensation decisions, benefits oversight, payroll-related escalations, and policy governance
  • Balance employee support with business needs, accountability, and risk management
• People Team Leadership:
  • Lead a lean People & Culture team
  • Set priorities, allocate work, coach team members, manage performance, and build internal capability
  • Strengthen coverage across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required
• Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field preferred
• Minimum 12 years of progressive People, Human Resources, Talent, or Organizational Effectiveness experience
• Senior leadership experience across recruiting, performance management, employee relations, manager coaching, People operations, change implementation, and executive partnership
• Prior experience building or maturing People infrastructure in an organization transitioning from informal, founder-led, or lightly structured practices toward clearer systems, scalable processes, decision rights, manager accountability, and operating discipline
• Demonstrated experience advising CEOs, founders, presidents, or executive teams on talent, organizational design, manager effectiveness, performance accountability, employee relations risk, leadership capability, and culture
• Demonstrated experience driving adoption of People programs across managers and leaders, not only designing programs or maintaining existing processes
• Experience helping scale a company from approximately 100 employees toward several hundred employees preferred
• Experience in a lean, high-growth, virtual, financial services, fintech, lending, or operationally complex environment preferred

Tools and Expertise You’ll Bring

• Talent acquisition strategy and recruiting lifecycle management
• Executive and critical-role hiring assessment
• Structured interview design and candidate evaluation methodology
• Performance management program design, rollout, and administration
• KPI/OKR framework development, scoring methodology, and performance calibration
• Manager coaching, corrective action, and performance improvement planning
• Employee relations investigations and workplace risk assessment
• Employment law fundamentals and legal escalation judgment
• Compensation, benefits, payroll, and compliance oversight
• HRIS administration and workflow governance, preferably BambooHR
• People analytics, reporting, and workforce metrics
• Policy governance, documentation standards, SOP development, and change management
• Organizational design, role clarity, decision rights, and workforce planning

What to Expect from Our Interview Process

We believe in a respectful, efficient, and transparent hiring experience. Here’s what you can expect (subject to changes depending on role):

• Step 1: Initial Phone Screen
• Step 2: Recruiter Interview
• Step 3: Interview with CEO
• Step 4: CEO Working Session
• Step 5: Executive Leadership Interview
• Step 6: Greenbox Capital Executive Coach Interview
• Step 7: Onsite Interview with Leadership
• Step 8: References, Offer & Background Check

Benefits

• Competitive Pay - We know your worth and we pay accordingly.
• Flexible PTO - Work hard, rest well. Take the time you need to recharge.
• Remote - Fully remote within the U.S., working Eastern Time hours to keep everyone aligned.
• Full Benefits Package - Health, dental, vision, 401K with employer match
• Smart, Supportive Teammates - Collaborate with sharp minds who are kind, driven and uphold our core values: Wear Green First, Pull the Thread, Move the Needle, Courage Over Comfort, Think Bold, Win Together, and Own the Outcome