Veho

VP of People Strategy

$240k - $260k

New York, NY

Full-time

501-1000

Series B・$170M

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🔴 Closes on:

Feb 26, 2026

About The Role

We are not looking for a traditional HR executive. We are seeking a dynamic, commercially-minded leader who understands that people strategy is business strategy. As the VP of People, you will be a critical member of the executive leadership team, reporting directly to the CFO, and be responsible for designing, building, and scaling our entire people function to fuel our ambitious growth objectives. You'll move beyond conventional HR administration to create a transformative people experience that attracts, develops, and retains exceptional talent, fostering a high-performance culture that drives measurable business outcomes.

This role is for a builder, an innovator, and a strategic partner who thrives on solving complex organizational challenges with a first-principles thinking and business-driven approach.

Key Responsibilities

Talent Lifecycle Management
Own and continuously improve talent density across Veho through recruiting, onboarding, development, performance management, and separation.
Establish clear performance expectations and feedback mechanisms that reinforce accountability and growth.
Comfortable with people analytics, using data to diagnose issues, inform strategies, and measure success.

Culture and Employee Experience
Act as the chief steward of Veho DNA, ensuring it is clearly defined, consistently reinforced, and lived across the organization.
Maintain a real-time pulse on employee sentiment using both qualitative and quantitative inputs, and proactively surface insights to leadership.

Human Resources Technology
Bring insights from data to enable informed decision-making across the business.
Drive productivity and scalability through best-in-class HR systems and tools (e.g., HiBob for HRIS, Gem/Ashby for recruiting).

Compensation and Benefits
Ensure compensation structures are competitive, equitable, and aligned with company performance and growth stage.
Oversee benefits strategy and administration, including annual enrollment and vendor management.

What You Bring

Winning Culture DNA: Hunger to build and scale high-performance cultures for a winning team that outperform incumbents.
First principle thinker: starts with the end in mind; lays out the principles and steps of how to get there before giving an answer. Has a strategic point of view.
Executive Team Leadership: Experience leading and developing leaders and influencing at the executive and board level. Structured and succinct communication.
Analytical problem solver: explains themselves with numbers; logic and reasoning.
Proven experience scaling organizations, ideally within a high-growth, fast-paced environment. You're excited by the challenge of building frameworks, systems, and culture from the ground up.
Builder. Resourceful and self-starter.
Comfort with Ambiguity: Thrives in environments where not all answers are clear, demonstrating adaptability and resourcefulness.

Preferred Qualifications

Experience in high-growth technology or marketplace startups.
Significant Business Leadership: 5+ years of progressive leadership experience, with a substantial portion spent in a business operational, strategic, product, or P&L-driven role outside of traditional HR. You've owned business outcomes and understand how to translate strategy into execution.