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Supplier.io is seeking an experienced Vice President of Human Resources to lead the people function and serve as a member of the executive leadership team, reporting directly to the CEO. The company provides a data foundation for enterprise supplier decisions, helping Fortune 2000 companies manage vendor masters, source diverse suppliers, and mitigate risk through verified supplier identity and continuous data maintenance.
In this strategic role, you will be the senior people advisor to the CEO and leadership team, responsible for translating business priorities into practical workforce and people strategies. Key responsibilities include:
**Workforce Planning & Talent Strategy:** Build disciplined workforce-planning capabilities that assess current capabilities against future needs and close critical talent and skill gaps through hiring, development, and other solutions.
**Organizational Design & Change Leadership:** Partner with leadership on organizational structure, spans, layers, and role clarity; lead organizational change and workforce transitions in a legally sound and respectful manner.
**Talent Acquisition & Onboarding:** Own the talent acquisition strategy and build an external network of high-performing talent across B2B SaaS, technology, data, product, and go-to-market functions; design and own an onboarding experience that ramps new hires quickly.
**Performance Management:** Own the performance management philosophy and process, coaching managers to hold candid conversations, differentiate and reward strong performance, and address underperformance promptly.
**Learning, Development & Career Growth:** Identify organizational capability gaps through training-needs assessments and close them through effective approaches; build scalable career growth paths as the company evolves.
**Compensation & Benefits:** Lead the annual compensation cycle and continue building the global compensation structure (job architecture, families, levels, and ranges); oversee competitive, cost-effective benefits; partner closely with the CFO.
**Culture, Engagement & Employee Relations:** Steward a culture of transparency, integrity, and collaboration; monitor engagement and organizational health; coach leaders through sensitive employee matters and investigations.
**HR Operations, Systems & Compliance:** Own HR operations, payroll, benefits administration, and HRIS strategy; maintain data integrity and legal compliance across geographies; track people metrics; partner with Finance on headcount and workforce cost.
**HR Team Leadership & Executive Contribution:** Lead, coach, and develop the HR team; own the HR budget and people-investment decisions; contribute to company strategy and decisions beyond HR as an executive team member.
**Requirements:**
- Significant, progressive HR leadership experience, including as the senior-most HR leader or a senior HR executive with broad functional responsibility
- Experience in a growth-stage B2B SaaS, technology, or data environment, ideally start-up, scale-up, or PE-backed, where priorities move quickly
- Demonstrated expertise in strategic workforce planning and organization design, translating business strategy into talent and capability requirements
- Significant talent acquisition experience, including recruiting senior, hard-to-find talent, plus a track record coaching executives and senior leaders
- Strong employee relations and performance-management experience, including performance improvement plans, investigations, restructurings, and separations
- Experience leading compensation planning and building compensation structures, and overseeing benefits with responsible cost management
- HRIS fluency; direct experience with Rippling strongly preferred
- M&A / post-acquisition integration experience a plus
- Bachelor's degree in HR, industrial/organizational psychology, organizational development, or a related field (or equivalent experience); master's degree and senior HR certification (SHRM-SCP or SPHR) preferred
