Velir is an established mid-sized agency with a top-tier portfolio of clients, ranging from the world's largest non-profits to Fortune 500 brands. As of 2023, Velir acquired Brooklyn Data Company, a premier data and analytics consultancy focused on leadership, process improvement, implementation, and advanced analytics.
At Velir, we believe people are our greatest asset. Our culture is built on a foundation of trust, collaboration, and continued improvement. We strive for excellence in everything we do, embracing challenges as opportunities for growth. Our success is driven by a shared passion for making a positive impact on our customers, our communities and each other. We are a remote first company that offers competitive pay and excellent benefits.
Overview
As VP, People Experience, you'll sit at the heart of how our company grows—shaping not just programs and policies, but how it feels to work here. You'll partner closely with the Chief People Officer and the broader leadership team to help evolve the people function that is deeply human, operationally strong, and unapologetically connected to the business.
We're at a stage where things are exciting, fast-moving, and sometimes a little messy—in the best way. We're looking for someone who sees that as an invitation. Someone who loves rolling up their sleeves, asking better questions, and turning ideas into real, lived experiences for team members and leaders alike.
If you're energized by building, collaborating, experimenting, and continuously improving—and you want real influence over culture, systems, and outcomes—this role was designed for you.
Responsibilities
People Experience , Culture, and Leadership
• Be a visible champion of our values—bringing them to life through decisions, behaviors, and systems, not just words on a slide.
• Design and evolve people practices that support how we actually work, balancing best practices with what fits our culture and growth stage.
• Partner deeply with senior leaders as a trusted advisor—helping them navigate complexity, lead through change, and build strong, inclusive teams.
• Use engagement surveys, equity analysis, and feedback loops to understand what's working (and what's not), then mobilize action that makes a real difference.
• Build and execute thoughtful retention and workforce strategies aligned to where the business is going next—not where it's been.
Employee Relations, Employee Life Cycle, Compensation and Benefits
• Own the full employee lifecycle—from preboarding through offboarding—with a human-centered, data-informed approach.
• Ensure performance and feedback processes are fair, motivating, and meaningful—not bureaucratic.
• Lead compensation and benefits strategy with a market-informed, equity-driven lens that attracts and retains great talent.
• Ensure hiring and growth plans align with business priorities, budgets, and long-term strategy.
• Foster healthy employee relations by creating clear, fair practices that support trust, accountability, and belonging.
People, Process & Technology
• Build scalable people operations that can grow with the company—without losing the personal touch.
• Own the HR technology ecosystem and digital roadmap, improving the employee experience while reducing friction and administrative burden.
• Use data and analytics to inform decisions, spot trends early, and continuously improve how we operate.
• Evolve the People & Culture delivery model so the team is empowered, aligned, and equipped to have real impact.
• Ensure compliance across regions while keeping policies practical, equitable, and grounded in reality.
Role KPIs
• Leadership impact: You're a trusted partner to executives and a strong leader to the People & Culture team.
• Business outcomes: People initiatives clearly support growth, efficiency, and organizational effectiveness.
• Culture & engagement: Employees feel heard, supported, and excited to be here—and the data backs that up.
• Change leadership: The organization navigates change with clarity, empathy, and momentum.
• Operational excellence: Programs run well, systems work, and compliance is solid—without unnecessary complexity.
• Leadership: Providing leadership and strategic guidance to the People & Culture team, serving as a strategic business partner to the executive leadership team.
• Business outcomes: Measuring the success of all people operations initiatives in supporting the organization's business objectives, such as reducing costs, increasing revenue, and improving operational efficiency.
• Culture: Spearheading programs and initiatives that promote an inclusive and diverse company culture.
• Change management: Leading and managing change initiatives across the organization, including reorganizations, and other significant structural changes.
• Employee engagement metrics: Measuring employee satisfaction, turnover rates, and employee feedback on workplace culture and policies.
Skills & Qualifications
• 10+ years