VP People Operations

Job Description

Job Description

Position Summary
VP, People Operations is a senior leader responsible for translating the Chief People Officer’s vision and strategy into disciplined execution across the employee lifecycle. With significant autonomy, this role leads the technical and operational components of Human Resources, including talent acquisition, employee relations, employment law compliance, employee experience, HR systems, workforce data, and operational process improvement.

Reporting to the Chief People Officer, the VP provides leadership across People Operations and independently drives priorities, decisions, and day-to-day execution within the strategic direction established by the CPO. This role partners closely with the VP, People and Organizational Development to align People Operations practices with culture and employee engagement initiatives.

Essential Responsibilities
Leadership & Strategy Execution

• Translate the Chief People Officer’s strategy into clear priorities, operating plans, and measurable execution across People Operations.
• Lead, coach, and hold accountable assigned People Operations team members while ensuring responsive, accurate, and consistent support to employees and leaders.
• Establish scalable processes, controls, service standards, vendor relationships, and technology-enabled practices that strengthen operational effectiveness.
• Lead implementation of People Operations policies, programs, and technology changes, ensuring stakeholder alignment, clear communication, manager readiness, and sustained adoption.
• Serve as a senior advisor to the CPO and leaders, using sound judgment, workforce insights, and business context to address complex people matters and emerging risks.

Talent Acquisition & Workforce Planning

• Direct the talent acquisition function and ensure recruiting plans, practices, and priorities align with current and future workforce needs.
• Partner with the CPO and business leaders to assess staffing needs, workforce trends, and organizational capacity; translate approved workforce plans into proactive recruiting and operational priorities.
• Oversee consistent execution across sourcing, selection, offers, pre-employment activities, candidate experience, and employment branding.
• Use recruiting metrics and market insight to improve talent pipelines, hiring quality, and time to fill; partner with the CPO on senior or strategically significant searches.

HR Operations, Systems & Data

• Lead consistent HR service delivery through clear processes, defined responsibilities, and effective coordination across the People team and business partners.
• Establish effective controls for employee records, data integrity, confidentiality, access, retention, reporting, and audit readiness; coordinate with Finance, IT, and other partners to ensure accurate information and clear operational handoffs.
• Own HR systems administration and continuous improvement, including workflows, automation, employee and manager self-service, and workforce reporting that supports operational decisions and service effectiveness.

Employee Relations, Employment Law & Compliance

• Serve as a senior advisor to leaders on complex employee relations, performance, conduct, workplace investigations, and sensitive employee matters.
• Ensure employee issues are addressed promptly, objectively, consistently, and with appropriate documentation and escalation to the CPO when risk is elevated.
• Maintain compliant employment policies and practices, monitor legal and regulatory developments, and oversee controls, records, reporting, audits, and partnerships that mitigate employment-related risk.

Employee Experience & Lifecycle

• Drive operational execution of a consistent employee experience from recruiting and onboarding through ongoing employment, performance, engagement, and separation.
• Oversee onboarding check-ins, offboarding meetings, and employee listening processes; partner with the VP, People and Organizational Development on the design and administration of engagement surveys, pulse surveys, and connection programs.
• Translate employee feedback and workforce data into shared insights and coordinated action plans with the VP, People and Organizational Development, the CPO, and organizational leaders, with clear accountability for operational improvements and culture and engagement initiatives.
• Partner with the VP, People and Organizational Development to translate culture and engagement priorities into consistent employee-facing processes, communications, and practices, with clear ownership, coordinated implementation, and follow-through; ensure effective handoffs among talent acquisition, operational partners, leaders, and both People functions.

Education & Experience
Required

• 10+ years of progressive Human Resources/People experience spanning HR operations, talent acquisition, employee relations, employment law compliance, HR systems, and employee experience.
• Demonstrated success leading HR professionals and independently executing enterprise priorities within an executive’s strategic direction.
• Strong judgment and credibility advising senior leaders on complex workforce, employee, compliance, and operational matters.
• Experience using workforce data, technology, and process improvement to strengthen decisions, controls, efficiency, and service.
• Bachelor’s degree in Human Resources, Business, or a related discipline; advanced degree or relevant professional certification preferred.

Performance Expectations

• Effective execution of the CPO’s strategy through clear priorities, accountability, and measurable People Operations results.
• Strong talent acquisition outcomes and a consistent, engaging employee lifecycle experience, supported by effective partnership with the VP, People and Organizational Development on culture and employee engagement initiatives.
• Accurate, efficient, well-controlled HR operations, including effective service delivery, HR systems, data integrity, and workforce reporting.
• Credible leadership of employee relations and employment compliance with sound management of organizational risk.

Skills and Abilities
Judgment, Confidentiality and Professionalism: Exercise sound judgment, discretion, and appropriate escalation when handling sensitive employee information, complex matters, and organizational risk.

Communication: Communicate clearly and professionally with employees, leaders, executive leadership, and external partners; translate complex policies and operational requirements into practical guidance.

Collaboration and Employee Experience: Build effective cross-functional partnerships, clarify responsibilities, and coordinate solutions that support shared Bank priorities and a consistent employee experience.

Change Management and Adaptability: Build alignment for new processes, policies, and technology; support impacted employees and leaders, adjust to changing needs, and sustain adoption.

Analytical Thinking and Business Acumen: Interpret workforce data, employee feedback, and operational trends to identify risks, assess business implications, and recommend practical improvements across talent acquisition, employee relations, and employment compliance.

Operational Excellence and Accountability: Establish reliable processes and controls, maintain accuracy and attention to detail, prioritize competing demands, and ensure timely execution and follow-through.

People Leadership and Strategic Execution: Coach and develop employees, establish clear expectations, and translate the CPO’s strategic direction into measurable priorities and results.

Working Environment
Work is primarily performed in an office environment and involves regular use of office technology, collaboration across Bank locations, and confidential employee and leadership discussions. The work environment characteristics described here are representative of those encountered while performing the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Travel
Travel to Bank offices, meetings, training sessions, and other business-related events may be required based on organizational needs.

Physical Requirements
The role involves regular computer use, review of electronic and written information, and communication in individual and group settings. The physical demands described here are representative of those necessary to perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Job Description subject to change at any time at the discretion of management.