VP of Human Resources

Company Description

More than 450,000 users Coast to Coast leverage Volo to organize, meet, communicate and play within their community through fitness and social activities. Whether it's a performance sport like soccer, or a social activity like cornhole, Volo provides something real. Real interaction, real activity, real fun, and real impact.

If you have a desire to make a difference through community and sports, Volo could be your next and final career destination. Come fly with us.

• Ranked Among Inc-5000 Fastest Growing Companies
• Serving more than 20,000 kids in free youth sports programs
• Over 200,000 Adult Participants Nationwide
• Operating across 12 major U.S. markets & counting ...

Position Overview

Volo is seeking an experienced VP of Human Resources to lead and continue building our HR function during an important stage of growth and evolution. Reporting directly to the President, this role will be a key advisor to the executive team and will shape the people strategy, organizational capabilities, and infrastructure required for Volo's continued growth.

With approximately 2,000 employees, our workforce is unique: roughly 85% of our employees are part-time, non-exempt team members working in the field across our markets. Supporting that workforce alongside our full-time employees requires an HR function that is strategic, highly operational, scalable, and grounded in the realities of a fast-moving, decentralized organization.

This is an opportunity to shape what a strong HR function looks like for Volo's next stage. The VP of Human Resources will build on our HR infrastructure to elevate the employee experience. You will inherit an existing HR team and will have the opportunity and resources to further build a high-performing team, strong systems, and clear accountability so the function can operate effectively at scale to power Volo's nationwide growth.

We are focused on finding a high-performing leader who can thrive in a fast-paced, high-growth organization, with a willingness to drive thought leadership in building for scale while at the same time rolling up their sleeves and doing the day-to-day work. The ideal candidate will bring a unique balance of strategic leadership, strong business judgment, operational discipline, and genuine commitment to the employee experience.

This role is particularly well suited for a builder and a business partner , someone who enjoys assessing what exists, determining what is actually needed, developing strong teams and infrastructure, and creating simple, scalable solutions rather than adding unnecessary processes. This is a highly visible opportunity to build a modern HR function in an organization where community, connection, and people are fundamental to the business.

The role is based in New York City but also will consider candidates to be based in Washington DC office. Travel between NYC and DC will be required.

KEY RESPONSIBILITIES
HR Strategy & Executive Partnership

• Develop and execute an HR strategy aligned with Volo's business objectives, growth plans, and culture.
• Serve as a trusted advisor to the President and senior leadership on organizational, talent, compensation, employee relations, workforce, and culture matters.
• Assess and continue building the HR organization, including the team structure, capabilities, systems, processes, and operating model needed to support the business at scale.
• Establish clear priorities, accountability, and service expectations across the HR function.
• Partner with leadership on organizational design, workforce planning, succession, and change management.
• Bring a practical, business-oriented perspective to HR decisions, balancing employee experience, operational realities, compliance, and business needs.
• Build strong relationships across a highly decentralized, multi-location organization and effectively influence leaders at all levels.

Scalable HR Operations & Infrastructure

• Lead and develop the HR team, establishing clear functional ownership, accountability, and service expectations.
• Continue building HR capabilities and infrastructure to support ~2,000 employees and continued growth.
• Develop a scalable service model for supporting Volo's large population of part-time field employees while ensuring leaders and full-time employees receive strong HR partnership.
• Ensure robust, compliant execution and controls across payroll, benefits, HRIS, onboarding/offboarding, and leave administration.
• Leverage AI, technology platforms, and automation to streamline transactional work and cross-functional processes
• Partner closely with Finance, Legal, Operations, and other functions to establish clear ownership and effective execution of shared processes.

Talent, Organizational Development & Culture

• Oversee HR business partnership model that provides leaders and managers with practical, responsive, and consistent support.
• Drive performance management, talent reviews, succession planning, and leadership development programs.
• Provide leadership on complex employee relations matters, investigations, performance concerns, accommodations, disciplinary actions, and terminations.
• Partner with leaders to enable managers to become stronger and more effective people leaders.
• Champion Volo's culture while helping it evolve as the organization grows.
• Strengthen employee communication, engagement, recognition, and feedback mechanisms.
• Lead talent acquisition strategies for both corporate roles and high-volume field staffing.

Compensation, Benefits & Total Rewards

• Maintain Volo's compensation framework, including pay structures, incentive programs, and equity plans.
• Oversee benefits strategy and ensure programs remain competitive, financially responsible, and appropriate for Volo's workforce.
• Partner with Finance and leadership to communicate total rewards transparently across all markets.

Compliance & Risk Management

• Provide leadership and oversight of employment practices across Volo's complex, multi-state workforce.
• Maintain strong practices around wage and hour compliance, employee classification, leave administration, required reporting, workplace policies, and employee documentation.
• Ensure appropriate processes are in place for investigations, accommodations, employee relations matters, disciplinary actions, and terminations.
• Monitor evolving employment requirements and translate regulatory changes into practical business processes.
• Partner effectively with outside counsel, brokers, vendors, and other advisors when appropriate.
• Build compliance into scalable processes rather than relying on reactive problem-solving.

QUALIFICATIONS
Must-haves

• Senior HR leadership experience: 10+ years of progressive HR/People experience, including leadership experience across a broad HR function and advising senior executives.
• Complex workforce expertise: Experience supporting a large hourly, non-exempt, distributed, multi-location, or field-based workforce. Experience with significant part-time or seasonal employee populations is particularly valuable
• Builder mentality : Demonstrated experience building, scaling, or significantly improving a HR function in a growing or evolving organization. Experience working in a fast-paced, entrepreneurial, startup, or similarly dynamic environment where leaders are expected to wear multiple hats. Experience leveraging HR technology, automation, or AI to simplify employee processes and improve HR operations. A balanced operational approach, demonstrating both high-level strategic leadership and a willingness to provide direct, hands-on work.
• Business acumen and executive partnership : Demonstrated ability to advise, influence, and appropriately challenge senior executives and leaders. High emotional intelligence, professional resilience, sound judgment, and the interpersonal skills to effectively navigate a decentralized, multi-location organization. The ability to connect HR initiatives and decisions to business outcomes.
• HR breadth and strong employment foundation : Strong working knowledge of multi-state employment practices, wage and hour requirements, and employee relations.Broad experience across HR operations, payroll oversight, benefits, HRIS, employee relations, talent management, compensation, performance management, and compliance.

"WOW" us with:

• Experience in consumer-facing industries such as sports, entertainment, hospitality, fitness, recreation, or other multi-location businesses.
• Strong working experience with Rippling or similar HRIS platform.
• Experience in private equity-backed or founder-led organizations.
• Passion for community, health, sports, and social wellness initiatives.

BENEFITS

• Competitive salary and performance-based bonuses
• Health, dental, and vision insurance
• 401k Plan with Company Match
• Flex Benefits
• Paid time off and holidays including week-long Winter Break
• Paid Parental Leave
• Employee discounts on Volo Sports programs and events
• Annual Company Events

Additional Information Volo is an Equal Employment Opportunity employer that proudly pursues and hires a diverse workforce. Volo does not make hiring or employment decisions on the basis of race, color, religion or religious belief, ethnic or national origin, nationality, sex, gender, gender-identity, sexual orientation, disability, age, military or veteran status, or any other basis protected by applicable local, state, or federal laws or prohibited by Company policy. Volo also strives for a healthy and safe workplace and strictly prohibits harassment of any kind.