Boldr

Vice President, People

Boldr

full-time

Posted on:

Location Type: Hybrid

Location: Pasig • 🇵🇭 Philippines

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Job Level

Lead

About the role

  • Serve as a key strategic partner to the Senior Leadership Team on org design, leadership effectiveness, workforce planning, and culture.
  • Bring clear, high-integrity counsel on sensitive topics (performance, promotions, compensation, restructures).
  • Build an operating cadence for People that ties directly to business outcomes (growth, margin, retention, delivery health).
  • Represent the entirety of Boldr's People Organization in critical Client and sales conversations.
  • Design the People operating model for Boldr’s next stage: what becomes centralized vs specialized, what becomes COE, what stays local.
  • Build scalable processes that don’t rely on heroics or manual workarounds.
  • Create clarity: decision rights, RACI, service levels, escalation paths, and “how People decisions get made here.”
  • Leads the development of scalable and compliant People systems and internal / external workflows for our Managed Outsourcing and Global Employment business lines across all regions.
  • Modernize People infrastructure (HRIS workflows, self-service, ticketing/service delivery, knowledge base, automation).
  • Establish data integrity and reporting discipline: headcount, attrition, engagement, performance outcomes, comp decisions.
  • Create transparency norms that build trust while managing risk appropriately.
  • Have a strong point of view on HRIS systems and technology (we have recently chosen Rippling as our system of record) and are hoping to have you lead as SME for designing and building our workflows.
  • Evolve compensation philosophy and governance (benchmarking against updated market and living wage baselines across all geographies).
  • Lead comp cycles with rigor and clarity (timelines, manager enablement, auditability, communication).
  • Partner with the business to design improvements in our compensation philosophy and salary review process.
  • Partner with TA to structure scalable hiring plans tied to forecasted demand and partner with our local team to build diverse hiring pipelines that create a wide funnel for new talent.
  • Improve quality-of-hire signals and selection consistency (scorecards, interviewer training, structured loops).
  • Raise leadership capability through repeatable manager development and L&D programming. Champion Leadership Development programs and partner with the business to identify Boldr’s next generation of Leaders.
  • Strengthen performance management so it drives clarity, growth, and accountability (not bureaucracy).
  • Build internal mobility pathways as a retention lever.
  • Ensure compliance across regions and operating models.
  • Lead sensitive ER issues with consistency and empathy.
  • Build confidence with internal and external stakeholders by translating local labor realities into business decisions (including client-facing meetings).

Requirements

  • 10+ years in People/HR, with 5+ years leading multi-function teams
  • Proven experience scaling orgs from hundreds to thousands (not just 10→100)
  • Evidence you’ve built (or rebuilt) People infrastructure: operating model, shared services, analytics, comp governance, performance systems, learning ecosystems.
  • Experience working across countries/cultures with strong and varied labor/compliance instincts.
  • Demonstrated ability to leverage HR technology to drive People workstreams. Familiarity with tools such as Workable (ATS), Rippling (HRIS), PayScale (compensation) and Juno Journey (LMS/LXP) are key components of our HR tech ecosystem. Experience working with various HR tools: Workable, Rippling, PayScale, Juno are part of our HR Tech Stack
  • Strong change management track record (reorgs, growth stage transitions, crisis comms).
  • Executive-level presence: you can influence peers and clients and push back when needed.

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard skills
organizational designworkforce planningperformance managementcompensation governancedata integrityHRIS workflowsscalable processeschange managementanalyticsleadership development
Soft skills
strategic partnershipcommunicationempathyinfluencetrust buildingclaritycollaborationcultural awarenessproblem-solvingleadership capability