Vice President, People & Talent

ABOUT THE ROLE

Armada is hiring a Vice President, People and Talent to own the full People stack and build the infrastructure a globally distributed company needs to scale. This is end-to-end ownership: Talent Acquisition, Total Rewards, People Operations, and Compliance, with real depth expected in global mobility, entity and employer-of-record management, and compensation design.

Roughly two thirds of the role is that operating stack. The remaining third is employee experience and culture: workspace and physical environment strategy, onboarding, and building learning and development programming from the ground up.

This is not an execution-only seat. Our executive team expects the People function to carry a point of view on how talent decisions drive the business, and to bring that perspective into leadership conversations rather than waiting to be handed requirements. You will define the strategy and own the execution.

You are building, not inheriting. Programs, policies, systems, and team headcount are yours to stand up.

WHAT YOU WILL OWN

Talent Acquisition and Workforce Planning

• Own global recruiting strategy across technical and non-technical functions, and stay close enough to the work to personally run a critical search if needed

• Implement structured hiring processes that raise talent density and hold hiring managers accountable

• Move time-to-hire and quality-of-hire against defined baselines

• Partner with Finance to align headcount planning, workforce modeling, and geographic expansion with budget forecasting

Total Rewards and Compensation

• Own compensation philosophy and band architecture, mapped to Armada levels and defensible against a named benchmarking source

• Own equity strategy at the pre-IPO stage: new hire grants, refresh and evergreen programs, 409A cadence, and the exception process

• Run the annual compensation and merit cycle in partnership with Finance, including geographic differentials across owned entities and employer-of-record markets

• Design and manage global benefits programs and renewals, balancing cost, competitiveness, and local requirements

• Prepare executive compensation recommendations and materials for the CEO, [the Board compensation committee,] and Finance

People Operations, Compliance, and Systems

• Design and scale a People Operations framework that holds global consistency while allowing for local nuance

• Own the compliance posture across every operating jurisdiction, partnering with Legal on employment law, immigration, and risk mitigation

• Oversee payroll operations, vendor management, audit readiness, documentation standards, and internal controls

• Own the People technology stack (HRIS, ATS, payroll, performance, analytics) and the data governance that makes workforce reporting trustworthy

International Expansion, Entities, and Mobility

• Own entity strategy: decide where Armada uses an employer of record and where it stands up a local entity, and run the conversion when the answer changes

• Manage employment, labor compliance, and employee relations across international jurisdictions

• Own global mobility, relocation, and immigration programs in partnership with Legal

Employee Experience, Workspaces, and Culture

• Define workspace and physical environment strategy across offices, remote environments, and field deployments

• Own onboarding end to end, so a new hire in any location starts productive and stays connected

• Partner with Finance and Operations on real estate strategy, cost management, and vendor selection

• Set standards for workplace experience, safety, and compliance across all locations

Learning, Development, and Manager Capability

• Build learning and development programming from the ground up, starting with what the business needs most rather than a catalog

• Partner with the executive team on organizational design, leveling frameworks, and job architecture

• Implement performance management that gives managers a clear, usable standard rather than a process to survive

• Build manager capability through explicit leadership expectations, development, and coaching

WHAT YOU WILL BRING

• Skills & Tags

  gorustaidataanalyticsproductdesign