VP People

About SERHANT.:

SERHANT. is the most followed real estate brand globally, calibrated for tomorrow's marketplace, delivering proven results for buyers, sellers, and developers. SERHANT. revolutionizes the traditional brokerage model by innovating through media and content creation and is powered by a full-service in-house film studio as well as an amplification platform that puts our properties in front of more people than anyone else.

About the Role:

This role is the company’s internal systems architect for people - the executive responsible for building the structure, accountability, and talent engine that allows SERHANT. to scale from hundreds to thousands without cultural drift, compensation chaos, or organizational politics.

The VP of People will sit at the center of growth, ensuring the business has the right talent, the right structure, and the right standards - with values that actually mean something. This role will build and operate a high-accountability, low-politics organization where performance is clear, roles are crisp, leaders are enabled, and culture has teeth. This leader ensures SERHANT. scales with consistency, clarity, and consequences - not confusion.

Responsibilities:

Compensation Philosophy & Structure

• Design and own a company-wide compensation philosophy across staff, leadership, and agents (in partnership with brokerage leadership)
• Maintain competitive, scalable comp bands, bonus structures, and benefits
• Oversee full benefits lifecycle, compliance testing, ADA, and administration
• Own all compensation processes end-to-end, including salary planning, compensation conversations, bonus design, and performance review cycles

Org Design & Role Clarity

• Own organizational design, reporting structures, and role definition
• Ensure every team has clarity on expectations, accountability, and decision rights
• Support workforce planning and long-term scaling strategy

Recruiting & Talent Acquisition

• Support internal recruiters for all non-agent roles across the company
• Partner with department heads to identify talent needs and drive hiring excellence
• Build a recruiting engine that matches SERHANT.’s pace and ambition

Performance Management, Calibration & Exits

• Implement performance systems that drive accountability and continuous improvements
• Lead calibration, promotions, corrective action, and exits with consistency and fairness
• Coach leaders to manage high standards without drama

HR, Compliance & Employment Law

• Ensure adherence to all local, state, federal, and international employment regulations
• Own policies, offer letter templates, employee handbook, and legal risk management

Manager Enablement & Leadership Development

• Build leadership development and manager training that scales
• Strengthen execution through better coaching, feedback, and decision-making
• Implement internal learning programs across compliance and skill development

Culture With Teeth

• Build a culture where values are more than words - they shape behavior and decisions
• Drive engagement, resolve employee relations issues, and protect culture as SERHANT. grows
• Create a workplace where performance and integrity are non-negotiable

People Operations, Systems & Metrics

• Leverage HR technology, analytics, and process design to streamline operations
• Provide executive reporting on workforce metrics, engagement, retention, and org health
• Build scalable people infrastructure, not reactive HR support

*The company reserves the right to add or change duties at any time.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; a Master’s degree or MBA is preferred.

• 10+ years of progressive HR leadership experience, with a minimum of 8 years in a senior role.

• Proven experience leading People Operations teams and working with executive leadership, particularly within the real estate industry or high growth start ups

• Experience managing People Operations for mixed organizations of W2 and 1099.

• Functional expertise in employee relations, performance and talent management, change management, culture and engagement, compensation and benefits, and talent acquisition.

• HR certifications such as PHR, SPHR, SHRM-SCP, or equivalent required.

• Strong business acumen with the ability to align People Operations strategies with business objectives.

• Exceptional leadership, communication, and interpersonal skills, with the ability to influence and build strong relationships at all levels of the organization.

• Skills & Tags

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