Swoogo

Vice President, People Operations

Swoogo

full-time

Posted on:

Location Type: Remote

Location: United States

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Job Level

Lead

About the role

  • Own all HR operations, including onboarding/offboarding, I-9s, employment documentation, and policy administration — ensuring compliance across a fully remote, distributed workforce
  • Oversee the Talent Acquisition function, removing roadblocks and working closely with Finance and department leads to support high-quality hiring across functions
  • Drive hiring strategy, compensation benchmarking, and a clear compensation philosophy that enables high performance and fosters engagement
  • Serve as the go-to person for complex employee relations matters, performance management, and leadership coaching
  • Utilize systems and own the strategy to promote clear performance expectations, career paths, and accountability to help people grow in a scaling environment
  • Own engagement and pulse survey strategy, translating insights into meaningful initiatives that impact overall employee engagement and satisfaction
  • Lead all aspects of employee offboarding and terminations, including termination conversations, severance delivery, exit interviews, CIIA and key custodian agreement execution, and offboarding communications
  • Administer and evaluate employee benefits programs, including vendor relationships and annual enrollment cycles, with a focus on alignment to employee needs and company values
  • Act as project manager for two bi-annual all-company offsites and the annual Swoogo Society incentive trip for top performers, coordinating external planners, vendors, logistics, and communications
  • Facilitate weekly all-company touchpoints, including the company huddle, ensuring remote employees stay informed and engaged
  • Manage employee recognition programs, including performance-based awards (e.g. MVP and Quota Crusher) and milestone recognition
  • Maintain and evolve the company org structure documentation to ensure transparency and cross-functional alignment
  • Serve as a strategic advisor to the executive team on org design, headcount planning, total rewards, and people strategy
  • Build and develop a growing People team
  • Partner cross-functionally with Finance, Legal, and department leads to align people strategy with business goals

Requirements

  • 8–15+ years of progressive HR/People leadership experience and a Bachelor’s Degree in Human Resources, business or a related field
  • Experience supporting companies through scaleup stages (100–500+ employees)
  • Proven ability to operate across the full HR spectrum, from administrative fundamentals to board-level people strategy
  • Experience with talent acquisition teams and full-cycle recruiting and compensation design
  • Employee relations, performance management, and manager development
  • Hands-on experience managing terminations and severance processes, including legal documentation and sensitive communications
  • Benefits administration, including vendor management and open enrollment
  • Experience with large-scale company events, offsites, or culture programs
  • Strong EQ, communication skills, and trust-building ability across all levels of an organization.
Benefits
  • Competitive salary
  • Flexible working hours
  • Professional development opportunities
  • Remote work options
Applicant Tracking System Keywords

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

Hard Skills & Tools
HR operationsonboardingoffboardingemployee relationsperformance managementtalent acquisitioncompensation designbenefits administrationvendor managementfull-cycle recruiting
Soft Skills
leadership coachingcommunication skillstrust-buildingstrategic advisingemployee engagementproject managementorganizational designcross-functional collaborationperformance expectationscareer development
Certifications
Bachelor’s Degree in Human ResourcesHR certifications