Vice President, People

At Montera, we’re building the future of digital infrastructure. Founder-led with $1.5B backed by Stonepeak, Montera isdriven by a future-focused vision: to develop and operatehyperscale data centers essential for tomorrow’s technology. Our mission is to deliver strategically located, hyperscale data centers designed for speed, reliability, and scalability. Backed by decades of experience in design, construction, and operations, we don’t just build—we execute with purpose. Our Values Client First Alignment: We align every solution to our clients’ goals. Speed with Certainty: Velocity matters. We deliver with urgency and precision. Operational Excellence: Decades of experience drive our high standards. Safety & Integrity: Safety is non-negotiable. We lead with integrity and transparency. Ownership Mentality: We think like owners, because we are. The Opportunity Montera is seeking an experienced and strategic Vice President, People to lead our People function during an exciting period of growth. Reporting directly to executive leadership, this individual will serve as the company’s senior HR leader and trusted advisor, responsible for building the people strategies, programs, and infrastructure that enable our business to scale. The Vice President, People will lead all aspects of Human Resources, including talent acquisition, total rewards, learning and development, employee relations, organizational development, performance management, HR operations, and compliance. This role is weighted toward enterprise strategy, executive counsel, and organizational design, while remaining close enough to execution to build what does not yet existwill balance long-term strategic planning with hands‑on execution, partnering closely with leaders across the business to foster a high‑performing culture and exceptional employee experience. The ideal candidate is a seasoned executiven experienced builder who has built a People function from an early stage through rapid scalethrives in fast‑paced, is comfortable operating with investor visibility,high‑growth environments and pairs strategic judgment with the operational know‑how to stayenjoys creating scalable people solutions while remaining engaged in the day‑to‑day needs of a lean, fast‑movingthe business. What You’ll Do: Human Resources Leadership Own the enterprise people strategy, translating Montera’s growth plan and capital deployment roadmap into workforce, organizational, and leadership prioritiesDevelop and execute Montera’s people strategy in alignment with business objectives and long-term growth plans. Serve as a trusted advisor to executive leadership on organizational design, workforce planning, leadership development, and employee engagement. Build scalable HR programs, policies, and operating processes that support a growing organization. Lead the people workstream for new site launches, market entries, and acquisitions, including local labor strategy and organizational readiness for multi‑site operations. Lead organizational effectiveness, change management, succession planning, and talent development initiatives. Establish HR metrics and people analytics to support data‑driven business decisions. Talent Acquisition Own Montera’s talent acquisition strategy including hiring priorities, workforce plans, sourcing model, and headcount governance, Partner with the Head of Talent Acquisition leading day‑to‑day execution develop workforce planning strategies that support business growth. Set the standards and metrics for hiring speed, quality of hire, and candidate experience, and hold the function accountable to themEnsure recruiting processes deliver exceptional candidate experiences while maintaining speed and quality. Own Montera’s employer brand positioning in the data center talent market and approve recruiting technology, agency, and vendor investmentsSupport employer branding initiatives and evaluate recruiting technologies and best practices. Lead executive and site‑leadership searches, including search firm selection, candidate assessment, and executive offer strategy. Learning & Development Design leadership development, onboarding, succession planning, and career development programs. Build performance management frameworks that promote accountability, growth, and continuous feedback. Identify organizational capability gaps and implement development initiatives. Total Rewards & Benefits Lead Montera’s total compensation strategy; compensation philosophy, job architecture and leveling, salary structures, incentive design, and long‑term incentive planning and bring recommendations to executive leadership. OverseeOversee compensation, benefits, wellness programs, and leave administration. Partner with Finance and external vendors on compensation modelplanning, merit and bonus cyclesjob architecture, and total rewards spend, and managesalary benchmarking, survey, and consulting relationshipsbenefits strategy. Ensure pay competitiveness across the specialized data center labor markets Montera hires in, including site operations, engineering, and construction roles. Ensure compliance with applicable regulations, including pay transparency and pay equity requirements. Employee Experience & Culture Define and steward Montera’s culture as the company scales, ensuring the values hold consistently across a remote‑first corporate team and 24/7 site operationsChampion Montera’s culture and values. Own the employee experience and retention strategy, using engagement and attrition data to diagnose organizational health and drive targeted action with business leadersPartner with leaders to strengthen engagement, retention, and organizational health. Oversee employee relations and workplace investigations, advising executives on sensitive matters and managing organizational and reputational risk in partnership with legal counsel. Coach executives and people managers on leadership effectiveness, difficult conversations, and team performanceLead employee relations, coaching, investigations, and policy interpretation. Learning & Development Design leadership development, onboarding, succession planning, and career development programs. Build performance management frameworks that promote accountability, growth, and continuous feedback. Identify organizational capability gaps and implement development initiatives. HR Operations & Compliance Oversee HR systems, reporting, and people operations. Develop scalable HR governance, policies, and employee lifecycle processes. Ensure compliance while driving operational excellence. What You Bring: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field. 18+ years of progressive Human Resources leadership experience, with at least 5 years as the most senior People leader in an organization5+ years of progressive Human Resources leadership experience, including broad oversight across multiple HR disciplines. Direct experience in the data center industry: hyperscale, colocation, or mission‑critical facilities, including familiarity with the workforce dynamics of construction, commissioning, and 24/7 site operations. Demonstrated success building and scaling People functions within high‑growth, private equity‑backed, or rapidly evolving organizations. Experience partnering with executive leadership on organizational design, workforce planning, leadership development, and change management. Strong knowledge of talent management, employee relations, total rewards, HR operations, and employment law. Proven ability to develop scalable HR programs, systems, and processes that support business growth. Experience leveraging HR technology and people analytics to drive informed business decisions. Excellent communication, influencing, and relationship‑building skills with the ability to build credibility across all levels of the organization. Strong business acumen with the ability to balance strategic leadership and operational execution. High degree of professionalism, discretion, sound judgment, and emotional intelligence. Additional experience within adjacent capital‑intensive sectors: energy, utilities, engineering, or construction, and within private equity‑or infrastructure fund‑backed platformsExperience within digital infrastructure, technology, engineering, construction, private equity‑backed, or other high‑growth organizations is strongly preferred. SHRM‑SCP, SPHR, or comparable certification is a plus. Why Join Montera? At Montera, you’ll shape the next generation of digital infrastructure while being supported by a team that values integrity, collaboration, and long‑term partnership. We’re a remote‑first company that empowers our people with flexibility, ownership, and meaningful rewards. Compensation: At Montera, we believe great work starts with investing in great people. That is why we offer a competitive and thoughtful total compensation package designed to recognize the value each team member brings. Our compensation ranges are informed by market data and aligned to job level and role. When making hiring and compensation decisions, we consider a variety of factors, including skills, experience, education, training, competencies, and overall business needs. The reasonable compensation range for this role is $275,000 – $325,000. Our Benefits at a Glance: Comprehensive Health Coverage: We pay 90% of health premiums for employees and their dependents. Generous Time Off: Up to 8 weeks of paid time off per year, which includes holidays, PTO, and sick time. Parental Leave: Up to 8 weeks of paid time off after 6 months of employment. Financial Security: 401(k) plan with immediate eligibility, no vesting requirement, and employer match contributions up to 6%. Learning & Development Reimbursement: Up to $3,500 reimbursed annually for approved courses, certifications, conferences and professional development opportunities. Extra Support: Remote work stipend to help you stay connected. At Montera, you’ll have the autonomy to do great work and the benefits to thrive personally and professionally. #J-18808-Ljbffr Montera