Vice President - People & Culture

Vice President - People & Culture (US Remote) Why this Role Matters: The People & Culture Vice President serves as a key executive leader at Greenbox Capital, helping the company strengthen its People function through the next stage of organizational growth and maturity. This role owns and evolves core People strategies including hiring quality, performance management, manager accountability, employee relations, leadership capability, People operations, and scalable infrastructure. The individual partners closely with the CEO and executive leadership team to improve how Greenbox hires, manages, develops, communicates, and holds people accountable. The ideal candidate brings mature People leadership experience, strong executive partnership, deep performance management and employee relations judgment, and a proven ability to build scalable systems in a lean, fast-moving environment. This role is not a traditional HR maintenance role. It requires someone who can create practical structure, drive adoption across managers and leaders, and support growth without creating unnecessary bureaucracy. This role reports to the Chief Executive Officer and leads the People & Culture function. What Success Looks Like: Here’s how your time might break down (actual time can shift depending on business needs): • Talent Acquisition Strategy & Hiring Quality – Strengthening hiring standards, candidate evaluation, and manager accountability in the recruiting process • Performance Management & Manager Accountability – Improving performance discipline, KPI/OKR alignment, calibration, documentation, and follow-through • People Strategy & Executive Partnership – Advising the CEO and executive team on organizational design, leadership capability, workforce priorities, and culture • People Infrastructure & Change Adoption – Building scalable systems, processes, SOPs, workflows, training, and communication rhythms • Employee Relations, Compliance & Risk – Providing experienced judgment on employee relations, corrective action, workplace risk, legal escalation, compensation, benefits, and compliance • People Team Leadership – Leading and developing the People & Culture team across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support How you’ll be measured: Talent Acquisition Strategy & Hiring Quality: - Set hiring standards and improve candidate evaluation methods - Support executive and critical-role hiring - Strengthen structured interviews, scorecards, recruiting governance, and hiring manager accountability - Ensure Greenbox attracts and selects talent aligned to business needs, performance expectations, culture, and long-term organizational capability Performance Management & Manager Accountability: - Build, own, and improve the performance management cycle - Strengthen KPI/OKR alignment, calibration, manager coaching, accountability standards, documentation, and follow-up mechanisms - Improve manager behavior and reinforce consistent performance expectations across the organization - Support development of high-performing employees while addressing underperformance directly and consistently People Strategy & Executive Partnership: • Partner with the CEO and executive leadership team on organizational capability, workforce priorities, leadership effectiveness, and structure - Help clarify roles, decision rights, and operating expectations - Align People initiatives with business growth, scalability, culture, and operating discipline People Infrastructure & Change Adoption: • Design and improve People systems, SOPs, policies, workflows, communications, and training programs - Drive adoption across managers and leaders - Create practical structure in a lean, virtual environment where systems and processes are still maturing - Improve consistency, documentation, and execution without overcomplicating the organization Employee Relations, Compliance & Workplace Risk: - Provide experienced judgment on employee relations matters, corrective action, workplace risk, legal escalation, compliance, compensation decisions, benefits oversight, payroll-related escalations, and policy governance - Balance employee support with business needs, accountability, and risk management People Team Leadership: - Lead a lean People & Culture team • Set priorities, allocate work, coach team members, manage performance, and build internal capability - Strengthen coverage across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support You’re a Strong Fit if You: • Bring mature People leadership judgment and strong executive presence • Have successfully built or matured People systems in a scaling, founder-led, entrepreneurial, or lightly structured organization • Can create structure, accountability, and operating discipline without unnecessary bureaucracy • Have strong performance management, manager accountability, and employee relations judgment • Know how to partner directly with a CEO, founder, president, or executive team • Can balance strategic leadership with hands-on execution in a lean environment • Communicate clearly, directly, and proactively • Are comfortable driving adoption and behavior change across managers and leaders • Show natural curiosity and a desire to understand the business before solving the problem • Adapt well in a global, distributed team environment and collaborate effectively across functions • Demonstrate a growth mindset, strong ownership, and the ability to operate through ambiguity What You’ve Done Before: • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required • Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field preferred • Minimum 12 years of progressive People, Human Resources, Talent, or Or