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VP leads global talent acquisition strategy and team, designing AI-powered recruitment systems and workforce planning infrastructure for enterprise growth.
About Us
At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company.
At Cloudflare, we’re not looking for people who wait for a polished roadmap; we’re looking for the builders who see the cracks in the Internet that everyone else has simply learned to live with. We value candidates who have the instinct to spot a “normalized” problem and the AI-native curiosity to create a solution using the latest tools. Our culture is built on iteration, leveraging AI to ship faster today to make it better tomorrow, while ensuring that every improvement, no matter how small, is shared across the team to lift everyone up. If you’re the type of person who values curiosity over bureaucracy, and that AI is a partner in solving tough problems to keep the Internet moving forward, you’ll fit right in.
Available Locations: Austin, TX, New York, NY
Department: People & Culture
Reports to: VP, Talent
This is an invitation to redefine workforce architecture for the AI era. Cloudflare is reimagining every internal process, from engineering to finance to sales, to run on an agentic AI backbone. We are building the global teams and talent ecosystems that will define what Cloudflare looks like for the next decade of the Internet. Getting top talent here is our number priority.
As our Vice President of Talent Acquisition, you will be the chief architect of our human capital infrastructure and lead a global team of customer obsessed recruiters and operators. You will design a predictive, highly automated talent system—one that maps company growth to workforce requirements, isolates where human judgment is irreplaceable, and deploys AI agents to handle the repetitive mechanics. We are looking for a visionary leader and highly operational leader whose instinct isn’t to simply deploy a traditional recruiting playbook, but to model the organizational system, identify the core constraints, and ship elegant, scalable solutions.
Cloudflare’s internal AI agent usage has increased exponentially, with our teams running thousands of daily agent sessions to build, ship, and scale products. This is our default operating rhythm.
Our talent acquisition strategy reflects this modern architecture. In the agentic AI era, you will lead the function that answers the ultimate organizational question: how do we optimize for the roles that require uniquely human capabilities?
You will focus our human hiring pipelines on where human capital matters most: deep creative judgment, complex systems problem-solving, and intense relationship depth. Every talent strategy you implement is a high-impact design choice for Cloudflare’s future organizational capacity.
Compensation
Compensation may be adjusted depending on work location.
Equity
This role is eligible to participate in Cloudflare’s equity plan.
Benefits
Cloudflare offers a complete package of benefits and programs to support you and your family. Our benefits programs can help you pay health care expenses, support caregiving, build capital for the future and make life a little easier and fun! The below is a description of our benefits for employees in the United States, and benefits may vary for employees based outside the U.S.
Health & Welfare Benefits
Financial Benefits
Time Off
What Makes Cloudflare Special?
We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.
Project Galileo: Since 2014, we’ve equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers–at no cost.
Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we’ve provided services to more than 425 local government election websites in 33 states.
1.1.1.1: We released1.1.1.1 to help fix the foundation of the Internet by building a faster, more secure and privacy-centric public DNS resolver. This is available publicly for everyone to use - it is the first consumer-focused service Cloudflare has ever released. Here’s the deal - we don’t store client IP addresses never, ever. We will continue to abide by our privacy commitment and ensure that no user data is sold to advertisers or used to target consumers.
Sound like something you’d like to be a part of? We’d love to hear from you!
Please note that applicants who progress to the offer stage of the interview process may be asked to attend an in-person interview within one of the Cloudflare Offices or Cloudflare Hubs. More details about this will be available at that stage of the interview process.
This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.
Cloudflare is proud to be an equal opportunity employer.  We are committed to providing equal employment opportunity for all people and place great value in both diversity and inclusiveness.  All qualified applicants will be considered for employment without regard to their, or any other person’s, perceived or actualrace, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.
Cloudflare provides reasonable accommodations to qualified individuals with disabilities. Â Please tell us if you require a reasonable accommodation to apply for a job. Examples of reasonable accommodations include, but are not limited to, changing the application process, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. Â If you require a reasonable accommodation to apply for a job, please contact us via e-mail at hr@cloudflare.com or via mail at 101 Townsend St. San Francisco, CA 94107.
VP leads global talent acquisition strategy and recruitment operations, designing automated systems and managing teams to secure top talent for company growth.
About Us
At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from individual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company.
At Cloudflare, we’re not looking for people who wait for a polished roadmap; we’re looking for the builders who see the cracks in the Internet that everyone else has simply learned to live with. We value candidates who have the instinct to spot a “normalized” problem and the AI-native curiosity to create a solution using the latest tools. Our culture is built on iteration, leveraging AI to ship faster today to make it better tomorrow, while ensuring that every improvement, no matter how small, is shared across the team to lift everyone up. If you’re the type of person who values curiosity over bureaucracy, and that AI is a partner in solving tough problems to keep the Internet moving forward, you’ll fit right in.
Available Locations: Austin, TX, New York, NY
Department: People & Culture
Reports to: VP, Talent
This is an invitation to redefine workforce architecture for the AI era. Cloudflare is reimagining every internal process, from engineering to finance to sales, to run on an agentic AI backbone. We are building the global teams and talent ecosystems that will define what Cloudflare looks like for the next decade of the Internet. Getting top talent here is our number priority.
As our Vice President of Talent Acquisition, you will be the chief architect of our human capital infrastructure and lead a global team of customer obsessed recruiters and operators. You will design a predictive, highly automated talent system—one that maps company growth to workforce requirements, isolates where human judgment is irreplaceable, and deploys AI agents to handle the repetitive mechanics. We are looking for a visionary leader and highly operational leader whose instinct isn’t to simply deploy a traditional recruiting playbook, but to model the organizational system, identify the core constraints, and ship elegant, scalable solutions.
Cloudflare’s internal AI agent usage has increased exponentially, with our teams running thousands of daily agent sessions to build, ship, and scale products. This is our default operating rhythm.
Our talent acquisition strategy reflects this modern architecture. In the agentic AI era, you will lead the function that answers the ultimate organizational question: how do we optimize for the roles that require uniquely human capabilities?
You will focus our human hiring pipelines on where human capital matters most: deep creative judgment, complex systems problem-solving, and intense relationship depth. Every talent strategy you implement is a high-impact design choice for Cloudflare’s future organizational capacity.
Compensation
Compensation may be adjusted depending on work location.
Equity
This role is eligible to participate in Cloudflare’s equity plan.
Benefits
Cloudflare offers a complete package of benefits and programs to support you and your family. Our benefits programs can help you pay health care expenses, support caregiving, build capital for the future and make life a little easier and fun! The below is a description of our benefits for employees in the United States, and benefits may vary for employees based outside the U.S.
Health & Welfare Benefits
Financial Benefits
Time Off
What Makes Cloudflare Special?
We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.
Project Galileo: Since 2014, we’ve equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers–at no cost.
Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we’ve provided services to more than 425 local government election websites in 33 states.
1.1.1.1: We released1.1.1.1 to help fix the foundation of the Internet by building a faster, more secure and privacy-centric public DNS resolver. This is available publicly for everyone to use - it is the first consumer-focused service Cloudflare has ever released. Here’s the deal - we don’t store client IP addresses never, ever. We will continue to abide by our privacy commitment and ensure that no user data is sold to advertisers or used to target consumers.
Sound like something you’d like to be a part of? We’d love to hear from you!
Please note that applicants who progress to the offer stage of the interview process may be asked to attend an in-person interview within one of the Cloudflare Offices or Cloudflare Hubs. More details about this will be available at that stage of the interview process.
This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.
Cloudflare is proud to be an equal opportunity employer.  We are committed to providing equal employment opportunity for all people and place great value in both diversity and inclusiveness.  All qualified applicants will be considered for employment without regard to their, or any other person’s, perceived or actualrace, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.
Cloudflare provides reasonable accommodations to qualified individuals with disabilities. Â Please tell us if you require a reasonable accommodation to apply for a job. Examples of reasonable accommodations include, but are not limited to, changing the application process, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. Â If you require a reasonable accommodation to apply for a job, please contact us via e-mail at hr@cloudflare.com or via mail at 101 Townsend St. San Francisco, CA 94107.
Lead HR operations and payroll delivery across six Asian markets, driving operational consistency, compliance, and employee experience at scale.
About SEEK
SEEK operates market-leading online employment marketplaces, including Jobstreet and Jobsdb in Asia. SEEK has been helping people live more fulfilling and productive working lives and helping organisations succeed for over 25 years.
Founded and headquartered in Melbourne, Australia, SEEK has grown into a multinational technology company with over 3,300 employees and is listed on the Australian Securities Exchange.
SEEK’s presence spans Australia, New Zealand, Hong Kong, Indonesia, Malaysia, the Philippines, Singapore and Thailand. Additionally, SEEK has minority investments in employment marketplaces in China, South Korea and Bangladesh.
SEEK develops and applies innovative data and technology tools to facilitate high-quality matching and improve reliability of marketplace information.
In 2021, 2022, 2023 and 2024, SEEK was recognised as one of Australia’s Top Ten Places to Work in Technology in the AFR BOSS Best Places to Work awards. SEEK was also named a 5-Star Employer of Choice by HRD Asia in 2024 and won four accolades at TalentCorp’s Life at Work Awards 2023 in Malaysia.
At SEEK, our people experience matters. As we continue to grow and evolve across Asia, we’re looking for a leader who can build operational excellence at scale while ensuring employees across the region experience seamless, high-quality support every day.
As Head of HR Operations, Asia, you’ll lead a multi-country HR operations portfolio spanning six markets across Asia. This is a strategic leadership role focused on shaping scalable people operations, strengthening regional compliance, optimising HR systems and enabling a consistently strong employee experience across a complex and diverse environment.
Why This Role?
This role combines operational leadership, systems thinking and regional influence in an environment where transformation and scale matter.
What You’ll Be Doing
Your work will help ensure SEEK’s people operations remain scalable, efficient and aligned to the evolving needs of the business across Asia.
The Opportunity
This is an opportunity to shape how HR operations are delivered across Asia within a purpose-led organisation operating at scale.
You’ll play a key role in strengthening operational maturity, improving employee experience and helping SEEK continue to evolve its people operations capability across the region.
Your influence will extend across systems, processes, governance and people leadership, helping create an environment where teams can do their best work.
What We’re Looking For
We’re looking for a thoughtful and commercially minded HR operations leader who can navigate complexity while building trusted relationships across diverse teams and markets. You may bring:
Experience in large, matrixed or technology-led organisations will be highly regarded.
At SEEK we offer:
At SEEK, we are passionate about fostering a culture of inclusion and wellbeing that embraces and values the diversity of our people. We are a purpose driven business that works with heart.
We know teams with diverse ideas, experiences and perspectives are more creative and are critical to ensuring effective delivery and innovating to enable our future success. As such, we welcome applications from people with diverse backgrounds and life experiences, especially as they relate to gender, sexual identity, culture, faith, disability and life stages. If you have the skills, curiosity and an adaptable mindset but don’t meet every responsibility or qualification listed in this advertisement, please still get in touch with us.
Should you require any specific support or adjustments throughout the recruitment process and beyond, please advise us and we will be happy to assist.
SEEK kindly requests no unsolicited resumes or approaches from recruitment agencies and will not be responsible for any associated fees.
Vice President of People leads talent development, recruitment, compensation, and organizational strategy for a national charter school network.
About the Organization
KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.
Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.
Our vision: Every child grows up free to create the future they want for themselves and their communities.
The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.
About Our Values:
Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.
Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.
Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students’ potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.
About The Position
KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.
The Vice President of People, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.
By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.
At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.
This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.
Responsibilities
Talent Strategy & Organizational Alignment
Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
Talent Systems & Organizational Effectiveness
Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
Employee Relations, Policy & Risk Management
Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
Leadership & Team Management
Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
People Operations (HR systems, recruitment, Total Rewards, and HR operations)
Development & Growth (goal setting, performance systems, manager development, and engagement)
Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
Organizational Talent Planning & Culture
Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
Skills and Mindsets
Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment; uses data, research, and analysis to set a high bar of excellence for goal setting; effectively distributes and redistributes work among direct reports, teammates, and teams to optimizes goal attainments; effectively sets and fosters a culture that enables and celebrates teammates’ achievements and goals attainment.
Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work. Develops and implements agile project plans that ensure cross functional collaboration and resource sharing to ensure achieving organizational goals; create and ensure systems are in place for knowledge management.
Data-Driven Actions and Decisions: Effectively uses data to shape teamwide decisions and the learning agenda or evaluation of a function or significant initiative. Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
Problem Solving: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
Communication and Change Management: Effectively articulates case for change to multiple functions, teams, and/or offices through clear and compelling presentations, tailoring communications and engagement approach for different audiences. Effectively translates vision into actionable plans among across team stakeholders; Champions KF and networkwide change with all stakeholders.
People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates. Able to coach manager of managers and skilled at fostering a positive team culture in which teammates feel ownership and accountability for their own and the broader team’s work and results.
Experience and Qualifications
8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
Understanding of current education climate and corresponding response strategies for the communities we serve
Strong background in leading with equity at the center, especially through organizational change and growth
Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
Work Conditions
Travel: Moderate Travel: Up to 10% (up to 20 days per year)
Full, exempt role
Location
It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.
Compensation and Benefits
In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including:
25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
100% paid parental leave
100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.
Vice President of People leads human resources strategy, talent development, and organizational culture across a national network of charter schools.
Leads HR strategy and people operations across multiple healthcare clinic locations, aligning talent initiatives with operational and business goals.
Vice President of People leads human resources strategy, talent development, and people operations for a national charter school network.
Vice President of People leads human resources strategy, talent development, and people operations for a national charter school network.
Vice President of People leads human resources strategy, talent acquisition, organizational development, and people operations for a national charter school network.
Vice President of People leads human resources strategy, talent development, and organizational culture across a national network of charter schools and the supporting foundation.
Vice President of People leads human resources strategy, talent development, and people operations for a national network of charter schools.
Vice President of People leads human resources strategy, talent development, and people operations for a national network of charter schools.
Vice President of People leads HR strategy, talent acquisition, organizational development, and people operations for a national network of charter schools.
About the Organization
KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.
Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.
Our vision: Every child grows up free to create the future they want for themselves and their communities.
The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.
About Our Values:
Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.
Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.
Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students’ potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.
About The Position
KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.
The Vice President of People, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.
By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.
At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.
This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.
Responsibilities
Talent Strategy & Organizational Alignment
Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
Talent Systems & Organizational Effectiveness
Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
Employee Relations, Policy & Risk Management
Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
Leadership & Team Management
Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
People Operations (HR systems, recruitment, Total Rewards, and HR operations)
Development & Growth (goal setting, performance systems, manager development, and engagement)
Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
Organizational Talent Planning & Culture
Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
Skills and Mindsets
Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
Self-Management:Â Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work.  Understands how solutions may unearth other obstacles further downstream.
People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers.  Proficient in the mechanics of succession management and performance management for teammates.
Experience and Qualifications
8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
Understanding of current education climate and corresponding response strategies for the communities we serve
Strong background in leading with equity at the center, especially through organizational change and growth
Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
Work Conditions
Travel: Moderate Travel: Up to 10% (up to 20 days per year)
Full, exempt role
Location
It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.
Compensation and Benefits
In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including:
25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
100% paid parental leave
100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.
Vice President of People Operations leads HR strategy, talent development, and people systems for a national network of charter schools.
Vice President of People Operations leads HR strategy, talent management, and organizational development across a national network of charter schools.
Build and lead a global People function across multiple regions, defining HR strategy, talent planning, culture, and compliance while advising the CEO.
This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.
As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.
You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.
Define and deliver a global People strategy that fuels growth.
Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.
Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.
Drive organisational design, talent strategy, and workforce planning globally.
Introduce and scale AI-enabled HR transformation and innovation.
Lead complex employee relations and global compliance across jurisdictions.
Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.
Remain hands-on—building, improving, and shaping the function as you go.
Proven HR leadership experience in a global, multi-country scale-up environment
Strong exposure across APAC, EMEA, and the Americas
A strategic HR Business Partner with strong commercial and financial acumen
Experience building and scaling People functions from the ground up
Deep expertise in employee relations, terminations, and global compliance
Track record of delivering HR transformation and AI-enabled solutions
Highly hands-on, thriving in ambiguity and combining strategy with execution
A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment
Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style
ABOUT US:
GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.
Business & Corporate Services provided:
For more information, please visit GoGlobal.com
OVERVIEW
At GoGlobal, we give you the autonomy to make decisions that create real impact.
As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.
Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.
We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.
We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:
A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact
Collaborating with a diverse, global and supportive team
Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth
WHY WE ARE DIFFERENT
We Make Growing Your Career Possible
We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.
We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.
We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.
We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations
English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.
We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.
We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.
We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.
We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.
Ready to take the next step in your career with us? Apply now!
**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.
Build and lead a global People & Talent function across multiple regions, defining HR strategy, organizational design, and culture while partnering with executive leadership.
This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.
As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.
You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.
Define and deliver a global People strategy that fuels growth.
Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.
Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.
Drive organisational design, talent strategy, and workforce planning globally.
Introduce and scale AI-enabled HR transformation and innovation.
Lead complex employee relations and global compliance across jurisdictions.
Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.
Remain hands-on—building, improving, and shaping the function as you go.
Proven HR leadership experience in a global, multi-country scale-up environment
Strong exposure across APAC, EMEA, and the Americas
A strategic HR Business Partner with strong commercial and financial acumen
Experience building and scaling People functions from the ground up
Deep expertise in employee relations, terminations, and global compliance
Track record of delivering HR transformation and AI-enabled solutions
Highly hands-on, thriving in ambiguity and combining strategy with execution
A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment
Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style
ABOUT US:
GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.
Business & Corporate Services provided:
For more information, please visit GoGlobal.com
OVERVIEW
At GoGlobal, we give you the autonomy to make decisions that create real impact.
As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.
Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.
We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.
We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:
A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact
Collaborating with a diverse, global and supportive team
Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth
WHY WE ARE DIFFERENT
We Make Growing Your Career Possible
We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.
We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.
We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.
We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations
English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.
We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.
We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.
We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.
We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.
Ready to take the next step in your career with us? Apply now!
**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.
Director leads global people operations strategy, designs compensation architecture, manages HR tech stack, and builds scalable talent infrastructure across distributed workforce.
Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.
As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.
More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.
The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.
In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.
Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.
Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.
Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.
Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.
Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.
Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.
Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.
Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.
Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.
Drive implementation of scalable manager and employee self-service capabilities.
Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.
Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.
Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.
Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.
Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.
Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.
Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.
Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.
Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.
Ensure operational data integrity, reporting accuracy, and strong governance standards globally.
Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.
Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.
Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.
Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.
Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.
Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.
Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.
Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.
Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.
Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.
Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.
Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.
Build operational resilience, redundancy, and scalable support models across the People Operations function.
Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.
Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.
Build strong operational discipline, accountability, prioritization, and execution consistency across the function.
Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.
Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.
Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.
Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.
Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.
Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.
Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.
Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.
Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.
Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.
Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.
Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.
Strong analytical, systems-thinking, and problem-solving capabilities.
Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.
Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.
Strong program management, prioritization, and execution leadership skills.
Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.
Things that we are proud of
2025 AI Compliance Solution of the Year - AI Breakthrough Awards
2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology
2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)
2023 Fast Company Best Places for Innovators
2023 Gartner’s Magic Quadrant
2023 Software Report’s Top 100 Software Companies
2023 BuiltIn Best Places to Work
2022 Frost & Sullivan Technology Innovation Leader Award
2022 PeerSpot Silver Peer Award in Software Composition Analysis
2022 Tech Ascension Best DevOps Security Solution Award
2022 NVCT Cyber Company of the Year
Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.
Paid Volunteer Time Off (VTO)
At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Director designs and governs global people operations infrastructure, managing compensation architecture, HR tech stack, and compliance across a distributed workforce.
Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.
As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.
More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.
The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.
In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.
Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.
Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.
Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.
Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.
Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.
Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.
Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.
Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.
Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.
Drive implementation of scalable manager and employee self-service capabilities.
Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.
Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.
Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.
Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.
Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.
Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.
Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.
Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.
Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.
Ensure operational data integrity, reporting accuracy, and strong governance standards globally.
Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.
Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.
Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.
Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.
Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.
Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.
Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.
Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.
Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.
Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.
Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.
Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.
Build operational resilience, redundancy, and scalable support models across the People Operations function.
Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.
Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.
Build strong operational discipline, accountability, prioritization, and execution consistency across the function.
Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.
Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.
Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.
Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.
Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.
Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.
Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.
Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.
Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.
Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.
Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.
Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.
Strong analytical, systems-thinking, and problem-solving capabilities.
Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.
Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.
Strong program management, prioritization, and execution leadership skills.
Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.
Things that we are proud of
2025 AI Compliance Solution of the Year - AI Breakthrough Awards
2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology
2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)
2023 Fast Company Best Places for Innovators
2023 Gartner’s Magic Quadrant
2023 Software Report’s Top 100 Software Companies
2023 BuiltIn Best Places to Work
2022 Frost & Sullivan Technology Innovation Leader Award
2022 PeerSpot Silver Peer Award in Software Composition Analysis
2022 Tech Ascension Best DevOps Security Solution Award
2022 NVCT Cyber Company of the Year
Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.
Paid Volunteer Time Off (VTO)
At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
