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About the role
Key responsibilities & impact- Reporting to the CFO, the Vice President of Human Resources will serve as the primary architect of our people infrastructure during a period of significant organizational growth.
- This leader will own the full employee lifecycle — from talent acquisition strategy to performance management, total rewards, and culture — ensuring the company can recruit, develop, and retain the talent.
- Build, manage, and develop HR team members.
- Set clear goals, priorities, and operating rhythms for the HR function; hold the team accountable to measurable outcomes and service-level expectations.
- Serve as a player-coach — willing to be hands-on across all HR disciplines while developing existing HR team members.
- Partner with Finance to manage the HR department budget, including headcount, systems, and program spend; identify efficiency opportunities as the function scales.
- Serve as the primary escalation point for complex, sensitive, or high-risk employee relations matters including misconduct allegations, harassment complaints, and performance disputes.
- Advise managers and executives on handling performance issues, disciplinary actions, and involuntary separations in a manner that is legally sound and consistent with company values.
- Implement a scalable performance review process tied to company objectives; coach people managers on giving effective feedback.
- Partner closely with Legal/General Counsel on matters that carry litigation risk, regulatory exposure, or require formal legal guidance.
- Design and execute a scalable recruiting engine to support headcount growth from ~[X] to ~[2X] employees over 24 months.
Requirements
What you’ll need- 8–12 years of progressive HR experience; 3+ years in a director-level, VP or senior HR business partner role.
- Prior experience in a high-growth technology or SaaS company strongly preferred; experience scaling through a growth
- Prior experience at PE and/or VC-backed SaaS companies is strongly preferred
- Demonstrated success building HR infrastructure (systems, processes, policies) from the ground up or in a high-change environment.
- Deep knowledge of employment law, compensation practices, and benefits administration.
- Strong business acumen; comfortable working cross-functionally with Finance, Legal, and the executive team.
- Excellent interpersonal and communication skills; high EQ with the ability to build trust at all levels of the organization.
- Bachelor's degree required; HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
Benefits
Comp & perks- Our user community loves us and we love them. Come to work each day with a sense of purpose as we bring a more secure internet experience to everyone from our friends and family to the world’s largest organizations.
- Become an expert. You’ll get immersed in the prominent technology markets of security and open source software.
- We are dedicated to building a diverse and talented team. Work remotely with motivated and supportive team members across the world.
- Learn and grow. Take on new challenges with the support of your team, and join our #growth-club to continue personal and professional development.
ATS Keywords
✓ Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills & Tools
employee lifecycle managementtalent acquisition strategyperformance managementtotal rewardsHR infrastructure developmentemployment lawcompensation practicesbenefits administrationperformance review processrecruiting engine design
Soft Skills
leadershipinterpersonal skillscommunication skillshigh emotional intelligencetrust buildinggoal settingaccountabilitycoachingcross-functional collaborationproblem-solving
Certifications
Bachelor's degreePHRSPHRSHRM-CPSHRM-SCP