Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students’ potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.

• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.

• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.

• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.

• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.

• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.

• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.

• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.

• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.

• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:

• People Operations (HR systems, recruitment, Total Rewards, and HR operations)

• Development & Growth (goal setting, performance systems, manager development, and engagement)

• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.

• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.

• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.

• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.

• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.

• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.

• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.

Qualifications

Skills and Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).

• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.

• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.

• Data Driven Actions:  Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.

• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.

• Change Management: Takes calculated risks to test and implements correct, scalable solutions.  Addresses the root of problems and removes obstacles from work.  Understands how solutions may unearth other obstacles further downstream.

• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers.  Proficient in the mechanics of succession management and performance management for teammates.

Experience and Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes

• Understanding of current education climate and corresponding response strategies for the communities we serve

• Strong background in leading with equity at the center, especially through organizational change and growth

• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)

• Full, exempt role

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation and Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including:

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).

• 100% paid parental leave

• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.

• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program

• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

Company Description

About the Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People Operations, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
  
  

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
  
  

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
• People Operations (HR systems, recruitment, Total Rewards, and HR operations)
• Development & Growth (goal setting, performance systems, manager development, and engagement)
• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills And Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• Strong background in leading with equity at the center, especially through organizational change and growth
• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
• 100% paid parental leave
• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

About The Organization

KIPP Public Schools is a national network of tuition-free public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 279 schools, nearly 16,500 educators, and nearly 210,000 students and alumni.

Our mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career, and beyond—so they can lead fulfilling lives and build a more just world.

Our vision: Every child grows up free to create the future they want for themselves and their communities.

The KIPP Foundation is a nonprofit organization that supports KIPP public charter schools across the country. The KIPP Foundation helps to develop outstanding educators to lead KIPP schools; provides tools and resources for excellent teaching and learning; promotes innovation; and facilitates the exchange of insights and ideas across KIPP and other public schools and organizations.

About Our Values:

Excellent Results for Students: We value results over effort and know that our work is not finished until all students thrive. We maintain high expectations for self, team, and students. We drive outcomes by operating with agility, removing barriers, differentiating support, and prioritizing student-centered solutions—especially for those at the margins.

Collective Impact: We are one team. We win together. We embody a one-team mindset by working collaboratively across teams, aligning goals, and leveraging the strengths of all teammates. We build trust-based relationships and ensure inclusive decision-making by engaging those closest to the work. We provide clarity through simple, repeatable systems and goals that enable transformational outcomes.

Courageous Action: Our belief in what we can achieve is unwavering, fueling our optimism and commitment to overcome any challenge. We demonstrate an unwavering belief in students' potential and a commitment to addressing systemic inequities. We approach challenges with resilience, a solutions-focused mindset, and adaptability. We foster a psychologically safe environment centered on trust and accountability where feedback is encouraged. We leverage data to reflect on progress, own setbacks, celebrate successes, and continuously improve to maximize impact.

Job Description

About The Position

KIPP Foundation is at a defining moment—an opportunity to deepen our impact by building a talent system that enables every leader and staff member to thrive in service of students and communities. We are committed to setting a high bar for excellence, strengthening leadership capacity, and ensuring our talent systems are clear, consistent, and built to scale.

The Vice President of People Operations, reporting to the Senior Vice President of People Operations, will play a critical leadership role in bringing this vision to life. This leader will design and drive an integrated, insights-driven talent strategy that connects every part of the employee experience—from how we attract and onboard talent, to how we develop, engage, and retain our people.

By aligning the full talent lifecycle including recruitment, performance management, employee engagement, Total Rewards, professional development, and offboarding the Vice President will ensure that our systems not only support leaders, but empower them to deliver meaningful results and thrive.

At KIPP, we believe great outcomes are driven by great leaders operating within strong systems. In this role, you will ensure those systems are not only well-designed, but deeply embedded, building the capacity of leaders across the Foundation to lead effectively, develop their teams, and consistently meet a high bar for performance.

This is an opportunity for a strategic and systems-oriented leader who is energized by complexity, driven by impact, and committed to building the conditions for people and organizations to do their best work.

Responsibilities

Talent Strategy & Organizational Alignment

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals.
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities.
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding.
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making.
  
  

Talent Systems & Organizational Effectiveness

• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes.
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes, in partnership with the Senior Director of Development & Growth.
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance, in partnership with the Senior Director of People Operations.
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems.
  
  

Employee Relations, Policy & Risk Management

• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance.
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization.
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards.
  
  

Leadership & Team Management

• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth.
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across:
• People Operations (HR systems, recruitment, Total Rewards, and HR operations)
• Development & Growth (goal setting, performance systems, manager development, and engagement)
• Set enterprise-level priorities and allocate resources to ensure the Talent function is focused on the highest-impact work and positioned to deliver against organizational goals.
• Drive alignment and integration across talent systems, ensuring a seamless and consistent employee experience across both sub teams.
• Foster a high-performing, outcomes-driven culture across the Talent team that emphasizes accountability, collaboration, and continuous improvement.
• Build leadership capacity across the team by coaching senior leaders, strengthening decision-making, and ensuring clear expectations and performance standards.
• Act as a visible culture leader and ambassador for KIPP, modeling organizational values and reinforcing a high bar for performance, equity, and impact across the Foundation.
  
  

Organizational Talent Planning & Culture

• Partner with leadership to drive annual workforce planning, talent strategy, and culture priorities aligned to organizational goals.
• Ensure alignment between talent strategy, employee experience, and organizational culture, reinforcing a high bar for performance and development.
• Support the organization in building a strong, inclusive, and high-performing workforce, aligned to KIPP’s mission and values.
  
  

Qualifications

Skills and Mindsets

• Mission and Student Focus: Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s core values (Focus on Excellent Results, Collective Impact, and Courageous Action).
• Self-Management: Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment and effectively distributes and redistributes work among direct reports, teammates.
• Work Management: Sets a clear vision that ensures alignment of the teams work to organizational goals. Effectively prioritize and deliver work products that ensure sustainability and scalability of work.
• Data Driven Actions: Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Problem Solving: Takes calculated risks to test and implements correct, scalable solutions.
• Change Management: Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• People Management and Development: Effectively ensures strong professional development and coaching for teammates directly and through layers. Proficient in the mechanics of succession management and performance management for teammates.
  
  

Experience And Qualifications

• 8+ years of senior HR and talent management leadership experience in nonprofit or education contexts at progressive levels of responsibility with evidence of successful development and organizational outcomes
• Understanding of current education climate and corresponding response strategies for the communities we serve
• Strong background in leading with equity at the center, especially through organizational change and growth
• Experience cultivating a work culture in a virtual environment that is value-driven, equitable, and inclusive
  
  

Additional Information

Work Conditions

• Travel: Moderate Travel: Up to 10% (up to 20 days per year)
• Full, exempt role
  
  

Location

It is preferred, but not mandatory for this role to be based out of a KIPP Foundation office. This role also has the option of working from a remote office full-time. KIPP Foundation offices are in NYC and Chicago.

Compensation And Benefits

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, and relevant experience. The salary range for this position is $197,600-$236,500. In addition, KIPP Foundation provides a variety of benefits to employees, including: 

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
• 100% paid parental leave
• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts
  
  

KIPP Foundation embraces the opportunity to build a workforce that reflects the diversity of the students and communities with whom we work and the world that’s around them. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.

As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.

You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.

Responsibilities

• Define and deliver a global People strategy that fuels growth.

• Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.

• Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.

• Drive organisational design, talent strategy, and workforce planning globally.

• Introduce and scale AI-enabled HR transformation and innovation.

• Lead complex employee relations and global compliance across jurisdictions.

• Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.

• Remain hands-on—building, improving, and shaping the function as you go.

• Proven HR leadership experience in a global, multi-country scale-up environment

• Strong exposure across APAC, EMEA, and the Americas

• A strategic HR Business Partner with strong commercial and financial acumen

• Experience building and scaling People functions from the ground up

• Deep expertise in employee relations, terminations, and global compliance

• Track record of delivering HR transformation and AI-enabled solutions

• Highly hands-on, thriving in ambiguity and combining strategy with execution

• A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment

• Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style

ABOUT US:

GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.

Business & Corporate Services provided:

• Entity Solutions: Entity establishment, Corporate secretarial & directorship services, Domicile services, Dormancy/Liquidation
• HR Solutions: Global recruitment, Employer of Record (EOR), Agent of Record (AOR), Global benefits, Global payroll, International HR Consulting
• Finance Solutions: Accounting & Tax

For more information, please visit GoGlobal.com

OVERVIEW

At GoGlobal, we give you the autonomy to make decisions that create real impact.

As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.

Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.

We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.

We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:

A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact

Collaborating with a diverse, global and supportive team

Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth

WHY WE ARE DIFFERENT

We Make Growing Your Career Possible

• We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.

• We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.

• We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.

• We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations

• English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.

• We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.

• We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.

• We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.

• We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.

Ready to take the next step in your career with us? Apply now!

**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.

This is a rare opportunity to build and shape a truly global People function at a pivotal, transformative stage of our growth as Global Head of People and Talent.

As GoGlobal enters its next chapter, you will play a critical role in defining how we scale; through our people, culture, and leadership. Working directly with the CEO and Chief of Staff, you will bring together strategy, execution, and creativity to help drive sustainable global expansion over the next 5+ years.

You’ll join a team of smart, ambitious, and creative thinkers, and be empowered to introduce fresh, innovative approaches that elevate both performance and employee experience.

Responsibilities

• Define and deliver a global People strategy that fuels growth.

• Build and lead a best-in-class, multi-region HR function across APAC, EMEA, and the Americas.

• Act as a trusted advisor to the CEO, Chief of Staff, and leadership team.

• Drive organisational design, talent strategy, and workforce planning globally.

• Introduce and scale AI-enabled HR transformation and innovation.

• Lead complex employee relations and global compliance across jurisdictions.

• Shape, embed, and evolve our award-winning culture through creative, strategic initiatives.

• Remain hands-on—building, improving, and shaping the function as you go.

• Proven HR leadership experience in a global, multi-country scale-up environment

• Strong exposure across APAC, EMEA, and the Americas

• A strategic HR Business Partner with strong commercial and financial acumen

• Experience building and scaling People functions from the ground up

• Deep expertise in employee relations, terminations, and global compliance

• Track record of delivering HR transformation and AI-enabled solutions

• Highly hands-on, thriving in ambiguity and combining strategy with execution

• A creative and forward-thinking mindset, with the ability to design unique, culture-shaping initiatives in a fast-growth environment

• Globally minded, culturally aware, and brings an engaging, authentic, and fun leadership style

ABOUT US:

GoGlobal is the leading professional services company to guide, establish and manage global operations with compliance and confidence. We bring the human touch to entering new markets and consolidating vendors through a single point of management. With a presence in over 140 countries on six continents and growing, we make running a global business easy.

Business & Corporate Services provided:

• Entity Solutions: Entity establishment, Corporate secretarial & directorship services, Domicile services, Dormancy/Liquidation
• HR Solutions: Global recruitment, Employer of Record (EOR), Agent of Record (AOR), Global benefits, Global payroll, International HR Consulting
• Finance Solutions: Accounting & Tax

For more information, please visit GoGlobal.com

OVERVIEW

At GoGlobal, we give you the autonomy to make decisions that create real impact.

As a privately owned company, we are free from the pressures of venture capital or private equity investors demanding exponential growth in unreasonable time frames.

Sometimes, things just take time to do well. In our business, delivering great results is a process - and we’re committed to doing it right.

We are not for sale. We believe that financial success is a natural outcome of our work, not the primary goal. Unlike many investors who view money as a goal, our focus is on long-term growth and sustainable success.

We are a global team, built for those who want to go further. Here’s what your career at GoGlobal looks like:

A company small enough for your voice to be heard meaningfully, yet large enough to make a global impact

Collaborating with a diverse, global and supportive team

Built for the long-haul - no VC or PE pressure, just a focus on sustainable growth

WHY WE ARE DIFFERENT

We Make Growing Your Career Possible

• We operate with the benefits of a partnership without the complexities of a partnership. Our hybrid partnership-corporate model offers all employees the opportunity to become a partner, while maintaining a streamlined corporate structure so that decisions are made quickly.

• We do not offer equity plans. As we are not for sale and are not chasing an exit, “stock options” hold little value in our business model. Instead, we provide opportunities for outstanding employees to make partner and share in the profits. We believe it’s better to build lasting value than to chase a one-time payout.

• We prioritize organic and sustainable growth. Expanding operations quickly by way of mergers and acquisitions might seem appealing, but the reality is integrating diverse cultures can be challenging. We’re proud of our own culture and prefer to grow it our way.

• We’re global. We offer career opportunities across the world-whether it’s new job roles or international locations

• English is our official language, but for many, it’s our second language. We embrace this and find it rewarding communicating with colleagues from all over the world.

• We are not a family. We operate more like a high-performing sports team where each individual’s contribution is crucial to our collective success.

• We keep things simple and collaborative. Our structure makes it easy for teams to work together across borders so we can serve our clients with global needs more effectively. Unlike big, siloed companies, we work seamlessly to handle international deals without the headaches of territorial ownership.

• We believe in transparency and trust. Every month, we share our financials with the team so everyone knows where we stand and what’s coming next. It’s all about open communication, building trust and empowering every individual to be part of our journey. We don’t tell you what to think - we provide the information you need to make your own informed decisions.

• We believe flexibility drives success. Our company is built on trust, and that’s why we embrace fully remote work, and hybrid options in some countries. Forget rigid office routines - it’s old school! This flexibility fuels productivity, strengthens our workforce, and ensures we remain agile in a fast-changing world.

Ready to take the next step in your career with us? Apply now!

**Kindly review the provided privacy notice ( LINK ) to gain a comprehensive understanding of our policies and practices governing the treatment of your Personal Data. By applying, you consent to background and reference checks, to the extent permissible by law.

Celonis is the global leader in Process Intelligence and the pioneer of Process Mining technology. As one of the world’s fastest-growing enterprise SaaS companies, we are changemakers pushing the boundaries of what’s possible. We invest heavily in advanced AI capabilities—specifically our Process Intelligence Graph—to turn data insights into immediate business action. We believe there is a massive opportunity to unlock global productivity and sustainability by placing intelligence at the core of every business process. Join our mission to make processes work for people, companies, and the planet.

The Role:

We are looking for a senior executive in Germany, Munich, to lead our Global Core Platform and Infrastructure function. The VP of Core Platform & Infrastructure is a high-impact engineering executive responsible for the foundational technical layers that power the entire Celonis ecosystem. You will lead the engineering teams that build and operate the “Metadata Platform,” the “Platform Core Services” (PCS), and the “Platform Infrastructure” (PI). Your mission is to architect and provide a robust, secure, and scalable technical foundation that allows every Celonaut in the engineering organization to deliver enterprise-ready capabilities with maximum autonomy and minimum friction.

The work you’ll do:

As an organization, we are united through trust as one inclusive, diverse team, and we are passionate about helping our colleagues and clients succeed.

Strategic Technical Leadership & Architecture

• Platform Evolution: Drive the “Bedrock” infrastructure strategy and architecture across AWS, Azure, and GCP, overseeing the Kubernetes platform, Traffic routing (Cilium), and IaC automation (Celoplane/Argo CD).
• Foundational Excellence: Lead the PCS engineering organization to build and deliver standards-based Identity Management, Provisioning, and Licensing systems that enhance the overall resilience, security, and future-readiness of the Celonis platform backend.
• Data Infrastructure Stewardship: Manage the technical lifecycle and architecture of the Metadata Platform, engineering secure, high-availability data layers through services like PacMan, RabbitMQ (messaging), and Redis (caching).
• Internal Developer Experience (DevEx): Continuously evolve our internal tooling and foundational services, empowering internal engineering squads to autonomously deliver scalable capabilities via robust self-service APIs and automated pipelines.
• Global Market Expansion Infrastructure: Act as the primary technical driver for automated market expansion into new realms via the Orbit platform, ensuring a highly available, trusted foundation for enterprise scaling.

Engineering Strategy & Execution

• Platform Delivery Strategy: Lead the engineering lifecycle for internal tools and core services, driving a culture of technical excellence by defining strict SLAs, developer-centric documentation, and highly reliable self-service architectures for all Celonauts.
• Cross-Functional Technical Orchestration: Act as the primary technical interface with other Engineering leaders to prioritize foundational “Enterprise-Ready” backend features—such as advanced licensing models and complex identity governance—ensuring they are built and delivered as proactive enablers.
• Standardization & Modernization: Define and execute the technical roadmap for the deployment of secure, scalable, and standards-based identity and authentication architectures, deprecating and replacing legacy backend mechanisms across the platform.

The qualifications you need:

• Proven Executive Experience: 10+ years in software engineering leadership, specifically managing large-scale cloud-native platforms, infrastructure engineering, and shared service organizations.
• Technical Depth: Deep, hands-on architectural expertise in Kubernetes, multi-cloud environments (AWS, Azure, GCP), and modern identity standards (OIDC/SAML/OAuth).
• Infrastructure Specialist: Significant engineering experience with Infrastructure-as-Code (IaC), automated routing/connectivity (Cilium), and global realm automation at an enterprise scale.
• Platform Engineering Mindset: A strong focus on building robust Internal Developer Platforms (IDP), balancing the technical scaling needs of internal developer squads with strict enterprise architecture and security requirements.
• Data Services Proficiency: Solid technical understanding of managing and scaling distributed data services, including block/object storage, messaging layers (RabbitMQ), and caching (Redis).
• Education: Bachelor’s degree in Computer Science, Engineering, or a related technical field required; Advanced degree, PhD, or similar preferred.

What Celonis can offer you:

• Pioneer Innovation: Work with the global leader in Process Mining and the Process Intelligence Graph to shape the future of AI-driven business operations.
• Ownership from Day 1: Every full-time “Celonaut” is an owner, receiving Restricted Stock Units (RSUs) and merit-based refresh grants.
• Unrivaled Family Support: Benefit from our inclusive parental leave policy—24 weeks of fully paid leave for primary carers and 12 weeks for supporting carers, available from your first day of employment.
• Work-Life Integration: Enjoy Unlimited PTO (in applicable regions) and generous PTO globally, as well as a flexible hybrid work model that balances remote focus with vibrant office collaboration.
• Continuous Growth: Elevate your skills through our 70-20-10 learning framework, mentorship programs, and access to a dedicated learning platform.
• Holistic Well-being: Prioritize your health with subsidized Wellhub memberships, mental health counseling, and dedicated “Wellness Weeks” that prioritize work/life balance.
• Drive Sustainability: Participate in annual Impact Days, where you receive paid time off to volunteer for community and environmental causes with your local office, or virtually.
• Global Inclusion & Belonging: Find community through our Inclusion Think Tank and participate in our annual Inclusion Days, ensuring every voice is heard and valued.
• Value-Driven Impact: Join a mission-led organization where our core values—Live for Customer Value, The Best Team Wins, We Own It, and Earth Is Our Future—drive every decision.

About Us:

Celonis makes processes work — for people, companies, and the planet. Powered by process mining and AI, the Celonis Process Intelligence Platform integrates process data and business context to create a living digital twin of business operations. We enable thousands of companies worldwide to understand how their business actually runs and, together with their partners, build intelligent solutions that transform and continuously improve the way they operate — unlocking billions in value. Celonis is headquartered in Munich, Germany, and New York City, USA, with more than 20 offices worldwide.

Get familiar with the Celonis Process Intelligence Platform by watching this video.

Celonis Inclusion Statement:

At Celonis, we believe our people make us who we are and that “The Best Team Wins”. We know that the best teams are made up of people who bring different perspectives to the table. And when everyone feels included, able to speak up and knows their voice is heard - that’s when creativity and innovation happen.

Your Privacy:

Any information you submit to Celonis as part of your application will be processed in accordance with Celonis’ Accessibility and Candidate Notices

By submitting this application, you confirm that you agree to the storing and processing of your personal data by Celonis as described in our Privacy Notice for the Application and Hiring Process.

Please be aware of common job offer scams, impersonators and frauds. Learn more here.

About Zeta:

Zeta is a globally recognized next-gen banking technology company. Our modern platforms enable financial institutions and fintechs to launch extensible and compliant banking asset and liability products spanning cards, loans, and deposits. Our cloud-native and fully API-enabled stack supports processing, issuing, lending, core banking, fraud, loyalty, digital banking, and agentic AI solutions amongst many other capabilities. 

Zeta has 1700+ employees with over 70% in technology roles across locations in the US, Middle East, and Asia - representing one of the largest and most capable teams ever assembled in banking tech. Globally, customers have issued 30M+ cards on Zeta's platform expected to grow to 60M+ in the coming years. Most recently valued at $2B, Zeta counts Softbank, Mastercard, and Optum amongst its investors. 

 

About the Role:

Zeta is looking for a highly entrepreneurial VP of Sales & Business Development to help build the book of business across sponsor banks, BIN sponsors, agent banks, program managers, and fintechs. This is a 0-1 role that will be responsible for creating, qualifying, progressing, and closing high-quality opportunities across debit, prepaid, credit, lending, and adjacent banking technology propositions. 

The ideal candidate will be a hands-on business builder with strong existing relationships in the US banking, sponsor bank, and fintech ecosystem; the ability to open senior doors; and the commercial discipline to convert market access into qualified pipeline, active pursuits, and signed revenue. 

\n

Responsibilities

In this role, you will: 

• Own prospect identification, segmentation, prioritization, and outreach across named accounts based on segment attractiveness, buying intent, relationship access, fit with Zeta’s capabilities, and likelihood of conversion 

• Open doors and establish trusted access to decision makers, sponsors, and influencers across banks, regulated financial institutions, program managers, fintechs, processors, networks, consultants, and other ecosystem participants 

• Build & nurture qualified pipeline that meets clear standards including named prospect, named buyer or sponsor, documented use case, estimated annual contract value, and next meeting or decision milestone scheduled 

• Drive the full deal journey for assigned opportunities spanning discovery, qualification, solution framing, pitching, pricing inputs, business case development, stakeholder mapping, procurement support, contracting support, and deal closure 

• Anchor pre-sales engagements in partnership with the sales engineering team to create & deliver demos, POCs, tabletop-exercises, solution workshops, discovery sessions, and other impactful formats that generate traction with clients 

• Support contracting, client onboarding, and early account activation to ensure a clean handoff from signed opportunity to delivery, implementation, and long-term account ownership 

• Participate in events and industry fora to acquire leads, drive visibility, and awareness of Zeta’s offerings & solutions 

• Maintain rigorous deal discipline through accurate CRM hygiene, weekly pipeline reviews, opportunity plans, stakeholder maps, next-step tracking, forecast updates and more 

• Contribute market intelligence, buyer feedback, competitor insights, pricing signals, and product input to help refine Zeta’s proposition, right to play, and right to win in this segment 

Key Performance Metrics

Success in the initial 18 months will be measured by: 

• Success in building qualified pipeline as measured by # of qualified opportunities, estimated annual contract value, documented use cases, named buyer or sponsor access, and scheduled decision milestones 

• Establishing Zeta’s right to play as measured by # of senior meetings, # of pre-sales engagements, # of active opportunities, and # of RFP or opportunity participations 

• Establishing Zeta’s right to win in this segment as measured by meaningful contribution to at least 2 USD 7-figure ARR client wins 

Experience and Qualifications

• 15+ years' experience; with at least 5+ years as a partner or sales leader with a proven track record in building a multi-million $ book of business ground up in the US financial services sector 

• Significant experience selling to both banks and regulated financial institutions as well as fintechs at a banking technology company or IT services provider 

• Strong rolodex and meaningful inroads with decision makers at US sponsor banks & fintechs 

\n

Equal Opportunity

Zeta is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage applicants from all backgrounds, cultures, and communities to apply and believe that a diverse workforce is key to our success

About SecurityScorecard

SecurityScorecard is the global leader in cybersecurity ratings, with over 12 million companies continuously rated, operating in 64 countries. Founded in 2013 by security and risk experts Dr. Alex Yampolskiy and Sam Kassoumeh and funded by world-class investors, SecurityScorecard’s patented rating technology is used by over 25,000 organizations for self-monitoring, third-party risk management, board reporting, and cyber insurance underwriting — making all organizations more resilient by allowing them to easily find and fix cybersecurity risks across their digital footprint.

Headquartered in New York City, our culture has been recognized by Inc Magazine as a “Best Workplace,” by Crain’s NY as a “Best Places to Work in NYC,” and as one of the 10 hottest SaaS startups in New York for two years in a row. Most recently, SecurityScorecard was named to Fast Company’s annual list of the World’s Most Innovative Companies and to the Achievers 50 Most Engaged Workplaces. SecurityScorecard is proud to be funded by world-class investors including Silver Lake Waterman, Moody’s, Sequoia Capital, GV, and Riverwood Capital.

About the Team

The Product Engineering organization is responsible for building, maintaining, and improving the end-user experiences that comprise our software platform. These experiences are full-stack solutions built atop a complex and robust data platform supporting key security workflows for both third-party risk management and security self-assessment use cases. The team also owns data engineering — actively modernizing our infrastructure to service both the current platform and the next generation of SecurityScorecard products.

About the Role

We are seeking an experienced and visionary Sr. Director of Product Engineering to lead several squads in our Product Engineering organization. This is a high-impact, high-visibility role at the center of SecurityScorecard’s most important strategic initiatives: maintaining and investing in the existing product suite that drives our business, migrating those products onto our next-generation Titan platform, and leading your organization through an AI-first engineering transformation.

The ideal candidate is a credible, hands-on engineering leader who thrives in a fast-moving environment, knows how to balance speed with quality, and is genuinely energized by the opportunity to help define how a modern engineering organization builds software in the age of agentic AI.

Responsibilities

• Leadership & Strategy: Lead, mentor, and inspire a team of engineering managers and software engineers across a globally distributed organization (40–50 engineers spanning multiple time zones from EMEA to US West Coast). Develop and execute the strategic vision for Product Engineering in alignment with company goals — balancing investment in existing products, platform migration, and new product development.
• Product Ownership: Own the health and performance of SecurityScorecard’s existing product suite, ensuring customers are well-served while the organization simultaneously builds for the future.
• Platform Migration: Drive the migration of existing products onto the Titan platform, managing the complexity and risk of large-scale V1-to-V2 transitions while maintaining operational stability and customer satisfaction.
• New Product Development: Partner with Product and Design to build new features and products on the Titan platform, balancing sustain and build priorities across engineering squads.
• Data Engineering: Oversee data engineering, including modernization of our Scala/Spark-based infrastructure to support both current and next-generation platform needs.
• AI Transformation: Champion SecurityScorecard’s journey toward agentic, AI-assisted engineering. Guide the organization through practical AI adoption — balancing bold ambition with the discipline needed to maintain quality and operational predictability. Bring personal, hands-on experience to this leadership role.
• Technical Excellence: Drive adoption of engineering best practices, architecture standards, and a culture of continuous improvement. Define and track meaningful engineering metrics and KPIs.
• Collaboration: Work closely with Product Management, Design, and other stakeholders to define requirements and roadmaps. Foster seamless communication across a globally distributed team.
• Talent Management: Recruit, develop, and retain top engineering talent. Provide coaching, feedback, and career development support across a manager-of-managers organization.
• Budget Management: Manage the product engineering budget, including resource allocation and project expenses. Ensure financial accountability and optimize resource utilization.
• Customer Engagement: Partner with Sales, Customer Success, and Product to engage directly with customers — gathering feedback, understanding pain points, and translating customer insights into engineering priorities that drive retention and satisfaction.

Qualifications

• Education: Bachelor’s or Master’s degree (or equivalent experience) in Computer Science, Engineering, or a related field.
• Experience: At least 10–12 years of experience in software engineering, with a minimum of 5 years in a senior leadership role managing other managers across large, distributed teams.
• B2B SaaS: Proven experience in a B2B SaaS environment is required.
• Startup Experience: Experience at a startup or high-growth technology company in a leadership capacity is required. This does not need to be the most recent role, but the candidate must have lived the startup environment — ideally while managing a team.
• Team Scale: Proven experience managing engineering organizations of 25+ people in a manager-of-managers capacity (minimum 3 direct-report managers / squads).
• Platform Migration: Demonstrated experience leading or owning large-scale platform or product migrations (V1-to-V2, legacy-to-modern transitions).
• AI & Agentic Development: Hands-on experience with AI-assisted and agentic development practices. Production experience is preferred, but side projects and personal experimentation are welcomed. The candidate must have a personal, lived understanding of the technology they’ll be guiding others to adopt.
• Technical Skills: Credible engineering background with experience in modern software development practices (Agile, DevOps, CI/CD) and familiarity with distributed systems and large-scale data architectures. Ability to earn the respect of senior engineers through technical depth.
• Communication: Excellent verbal and written communication skills in English, with the ability to clearly articulate complex technical concepts to diverse audiences including executive leadership.
• Problem-Solving: Strong analytical and problem-solving skills, with a focus on delivering practical, high-quality solutions at pace.

Nice-to-Haves

• Security Knowledge: Familiarity with cybersecurity principles and practices is a strong plus.
• Tech Stack: Familiarity with TypeScript, Node.js, or React (product engineering stack) and/or Scala and Spark (data engineering stack) is a plus but not required.

Benefits:

Specific to each country, we offer a competitive salary, stock options, Health benefits, and unlimited PTO, parental leave, tuition reimbursements, and much more!

The estimated total compensation range for this position is $260,000 - $320,000 (base plus bonus). Actual compensation for the position is based on a variety of factors, including, but not limited to affordability, skills, qualifications and experience, and may vary from the range. In addition to base salary, employees may also be eligible for annual performance-based incentive compensation awards and equity, among other company benefits.

SecurityScorecard is committed to Equal Employment Opportunity and embraces diversity. We believe that our team is strengthened through hiring and retaining employees with diverse backgrounds, skill sets, ideas, and perspectives. We make hiring decisions based on merit and do not discriminate based on race, color, religion, national origin, sex or gender (including pregnancy) gender identity or expression (including transgender status), sexual orientation, age, marital, veteran, disability status or any other protected category in accordance with applicable law.

We also consider qualified applicants regardless of criminal histories, in accordance with applicable law. We are committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact talentacquisitionoperations@securityscorecard.io.

Any information you submit to SecurityScorecard as part of your application will be processed in accordance with the Company’s privacy policy and applicable law.

SecurityScorecard does not accept unsolicited resumes from employment agencies.  Please note that we do not provide immigration sponsorship for this position.   #LI-DNI

Virta Health is on a mission to reverse metabolic disease in one billion people. Current treatment approaches aren’t working—over half of US adults have either type 2 diabetes or prediabetes, and obesity rates are at an all-time high. Virta is changing this by helping people reverse their metabolic condition through innovations in technology, personalized nutrition, and virtual care delivery reinvented from the ground up. We have raised over $350 million from top-tier investors, and partner with the largest health plans, employers, and government organizations to help their employees and members restore their health and take back their lives. Join us on our mission to reverse metabolic disease in one billion people.

The Vice President of Market Strategy and Business Development is responsible for leading the organization’s strategic growth initiatives. This includes understanding, interpreting and communicating market demands, and collaborating on how Virta should address them today and in the future. It also includes the development of novel, new business opportunities and partnerships. This leadership role must impact both internal and external stakeholders - aligning key team members/departments and focuses on identifying emerging markets, shaping go-to-market strategies, building strategic partnerships, and driving revenue growth through innovative business development approaches.

Responsibilities

• Market Strategy:

  • Develop and lead comprehensive market entry and expansion strategies across regions, channels, and customer segments.

  • Analyze trends, customer behavior, competitive dynamics, and regulatory environments to inform strategic direction. Prioritize and align external signal to Virta’s existing strategy and areas of focus as appropriate.

  • Identify white space opportunities and translate insights into actionable strategic plans.

• Business Development:

  • Source, evaluate, and negotiate strategic partnerships, alliances, and joint ventures that drive profitable growth and market penetration.

  • Oversee the full lifecycle of business development efforts, from lead generation to deal close and post-integration.

  • Foster and maintain strong relationships with key external stakeholders, including potential clients, partners, and investors.

• Revenue Growth & Commercial Enablement:

  • Collaborate with Sales, Marketing, and Product Development teams to align business development strategies with company objectives.

  • In partnership with Product Development, support trade-off and prioritization for client-product roadmap and commitments that maximize commercial impact from available resourcing.

  • Support the creation of business cases and value propositions for new markets, solutions, or customer segments. As needed, roll-up sleeves on requirements confirmation to assure fit between Product Development & market needs.

  • Drive initiatives to increase customer acquisition, retention, and lifetime value.

• Strategic Planning & Leadership

  • Partner with senior leadership to set growth targets and prioritize strategic initiatives.

  • Provide thought leadership and influence across departments to align teams around strategic goals.

  • Lead internal cross-functional teams to ensure seamless execution of market expansion and business development initiatives.

• Team Leadership & Function Development

  • Lead Commercial Strategy function, including Business Development, Actuary, and Solution Architects

  • Assure clarity of role definition and expected organizational impact

  • Develop a team of highly focused, valuable contributors who collectively accelerate the commercial outcomes in both sales and retention.

90 Day Plan

Within your first 90 days at Virta, we expect you will do the following:

• 30 - Learn Virta’s products, positioning and market; shadow key cross-departmental interactions; build relationships/understand roles of peers & team

• 60 - Begin hand-off/leadership with CCO, of key meetings and execution work such as Product-Commercial Monthly, Quarterly Strategy memo & training,

• 90- Own & improve role and begin impacting output

Must-Haves

• 15+ years of experience in strategy, business development, or commercial leadership, with at least 5+ years in a senior leadership role (Director/VP level or equivalent)

• Proven track record of balancing strategy and personal execution to drive revenue growth through new market entry, partnerships, or new product commercialization, including ownership of initiatives that resulted in measurable revenue impact (e.g., $XM+ deals, new segment expansion, or material pipeline creation)

• Deep experience in healthcare, digital health, or health plans/employers ecosystem, with strong understanding of payer dynamics, benefits strategy, and/or value-based care models

• Demonstrated success sourcing, structuring, and closing complex partnerships or enterprise deals, including negotiation and post-deal execution/integration

• Experience leading cross-functional strategy and execution across Sales, Product, Marketing, and Finance, with a track record of influencing without authority and aligning senior stakeholders

• Strong strategic and analytical thinking skills, with the ability to translate market insights, financial models, and competitive dynamics into actionable business strategies and product/commercial decisions

• Experience building and leading high-performing, multi-disciplinary teams, including clear role definition, prioritization, and performance management

• Executive presence and communication skills, with the ability to influence internal leadership and represent the company externally with partners, clients, and investors

Values-driven culture

Virta’s company values drive our culture, so you’ll do well if:

• You put people first and take care of yourself, your peers, and our patients equally

• You have a strong sense of ownership and take initiative while empowering others to do the same

• You prioritize positive impact over busy work

• You have no ego and understand that everyone has something to bring to the table regardless of experience

• You appreciate transparency and promote trust and empowerment through open access of information

• You are evidence-based and prioritize data and science over seniority or dogma

• You take risks and rapidly iterate

Is this role not quite what you’re looking for? Join our Talent Community and follow us on Linkedin to stay connected!

Virta has a location based compensation structure. Starting pay will be based on a number of factors and commensurate with qualifications & experience. For this role, the compensation range is $243,936 to $285,000. Information about Virta’s benefits is on our Careers page at: https://www.virtahealth.com/careers .

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

Virta Health is on a mission to reverse metabolic disease in one billion people. Current treatment approaches aren’t working—over half of US adults have either type 2 diabetes or prediabetes, and obesity rates are at an all-time high. Virta is changing this by helping people reverse their metabolic condition through innovations in technology, personalized nutrition, and virtual care delivery reinvented from the ground up. We have raised over $350 million from top-tier investors, and partner with the largest health plans, employers, and government organizations to help their employees and members restore their health and take back their lives. Join us on our mission to reverse metabolic disease in one billion people.

Virta is looking for a forward-thinking General Counsel who combines strong legal judgment with commercial instincts, operational pragmatism, and a builder mentality.

This role is not designed for a purely defensive or compliance-oriented legal executive. We are seeking a leader who can help accelerate growth while appropriately managing risk in a complex and evolving healthcare environment.

The General Counsel will oversee all legal affairs of the company, partner closely with executive leadership and the Board, and help shape the company’s readiness for its next stage of scale, including public company preparation.

The ideal candidate brings experience operating inside a high-growth, venture-backed technology or healthcare company, along with strong exposure to IPO readiness and public company disciplines. We are especially interested in candidates who understand how emerging AI technologies are transforming the legal function and can help Virta thoughtfully leverage those tools across legal operations, contracting, compliance, and enterprise risk management.

The General Counsel will report directly to the CFO and work closely with the CEO, executive leadership team, and Board of Directors.

Responsibilities

• Lead and develop Virta’s Legal team, building a high-performing function with clear priorities, strong operating rhythms, and the capabilities needed to support company growth, enterprise risk management, and Virta’s next stage of scale

• Serve as a strategic advisor to the executive team and Board on legal, regulatory, governance, and business matters

• Partner closely with Commercial, Product, Clinical, People, Finance, and Operations teams to enable company growth

• Lead all corporate legal matters, including governance, financing support, strategic transactions, litigation management, employment matters, and enterprise risk

• Oversee healthcare regulatory and compliance strategy across a rapidly evolving landscape

• Help prepare the organization for future public company requirements, including governance, disclosure practices, and operational rigor

• Support complex commercial contracting with enterprise customers, health plans, employers, and strategic partners

• Build scalable legal processes and infrastructure appropriate for a high-growth company

• Modernize the legal function through the thoughtful adoption of AI-enabled tools and workflows

• Manage and develop outside counsel relationships and any future in-house legal team expansion

• Foster a practical, solutions-oriented legal culture that balances risk management with business velocity

Must-Haves

• Significant legal leadership experience within a high-growth, venture-backed technology or healthcare company

• Experience serving as General Counsel or senior legal leader at a company with $200M+ in revenue and meaningful operational complexity

• Strong commercial orientation and ability to be a business partner, not simply a gatekeeper

• Experience supporting IPO readiness, serving as the #1 or #2 legal leader through an IPO process, and/or operating within a public company legal environment

• Strong executive presence and ability to influence cross-functional stakeholders and Boards

• Demonstrated ability to operate effectively in fast-moving, ambiguous environments

• Proven track record of architecting durable AI systems that solve cross-functional challenges and deliver measurable improvements to business efficiency

• Combination of strategic thinking and willingness to operate hands-on when needed

• Experience building and leading high performing Legal teams

• JD required; strong academic credentials preferred

• Based in or willing to spend meaningful time in the SF Bay Area or Denver

• Nice-to-have: meaningful healthcare industry experience, including familiarity with healthcare regulatory environments

Values-driven culture

Virta’s company values drive our culture, so you’ll do well if:

• You put people first and take care of yourself, your peers, and our patients equally

• You have a strong sense of ownership and take initiative while empowering others to do the same

• You prioritize positive impact over busy work

• You have no ego and understand that everyone has something to bring to the table regardless of experience

• You appreciate transparency and promote trust and empowerment through open access of information

• You are evidence-based and prioritize data and science over seniority or dogma

• You take risks and rapidly iterate

Is this role not quite what you’re looking for? Join our Talent Community and follow us on Linkedin to stay connected!

Virta has a location based compensation structure. Starting pay will be based on a number of factors and commensurate with qualifications & experience. For this role, the compensation range is $267,551 - $317,614 . Information about Virta’s benefits is on our Careers page at: https://www.virtahealth.com/careers .

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

Virta Health is on a mission to reverse metabolic disease in one billion people. Current treatment approaches aren’t working—over half of US adults have either type 2 diabetes or prediabetes, and obesity rates are at an all-time high. Virta is changing this by helping people reverse their metabolic condition through innovations in technology, personalized nutrition, and virtual care delivery reinvented from the ground up. We have raised over $350 million from top-tier investors, and partner with the largest health plans, employers, and government organizations to help their employees and members restore their health and take back their lives. Join us on our mission to reverse metabolic disease in one billion people.

The Vice President of Market Strategy and Business Development is responsible for leading the organization’s strategic growth initiatives. This includes understanding, interpreting and communicating market demands, and collaborating on how Virta should address them today and in the future. It also includes the development of novel, new business opportunities and partnerships. This leadership role must impact both internal and external stakeholders - aligning key team members/departments and focuses on identifying emerging markets, shaping go-to-market strategies, building strategic partnerships, and driving revenue growth through innovative business development approaches.

Responsibilities

• Market Strategy:

  • Develop and lead comprehensive market entry and expansion strategies across regions, channels, and customer segments.

  • Analyze trends, customer behavior, competitive dynamics, and regulatory environments to inform strategic direction. Prioritize and align external signal to Virta’s existing strategy and areas of focus as appropriate.

  • Identify white space opportunities and translate insights into actionable strategic plans.

• Business Development:

  • Source, evaluate, and negotiate strategic partnerships, alliances, and joint ventures that drive profitable growth and market penetration.

  • Oversee the full lifecycle of business development efforts, from lead generation to deal close and post-integration.

  • Foster and maintain strong relationships with key external stakeholders, including potential clients, partners, and investors.

• Revenue Growth & Commercial Enablement:

  • Collaborate with Sales, Marketing, and Product Development teams to align business development strategies with company objectives.

  • In partnership with Product Development, support trade-off and prioritization for client-product roadmap and commitments that maximize commercial impact from available resourcing.

  • Support the creation of business cases and value propositions for new markets, solutions, or customer segments. As needed, roll-up sleeves on requirements confirmation to assure fit between Product Development & market needs.

  • Drive initiatives to increase customer acquisition, retention, and lifetime value.

• Strategic Planning & Leadership

  • Partner with senior leadership to set growth targets and prioritize strategic initiatives.

  • Provide thought leadership and influence across departments to align teams around strategic goals.

  • Lead internal cross-functional teams to ensure seamless execution of market expansion and business development initiatives.

• Team Leadership & Function Development

  • Lead Commercial Strategy function, including Business Development, Actuary, and Solution Architects

  • Assure clarity of role definition and expected organizational impact

  • Develop a team of highly focused, valuable contributors who collectively accelerate the commercial outcomes in both sales and retention.

90 Day Plan

Within your first 90 days at Virta, we expect you will do the following:

• 30 - Learn Virta’s products, positioning and market; shadow key cross-departmental interactions; build relationships/understand roles of peers & team

• 60 - Begin hand-off/leadership with CCO, of key meetings and execution work such as Product-Commercial Monthly, Quarterly Strategy memo & training,

• 90- Own & improve role and begin impacting output

Must-Haves

• 15+ years of experience in strategy, business development, or commercial leadership, with at least 5+ years in a senior leadership role (Director/VP level or equivalent)

• Proven track record of balancing strategy and personal execution to drive revenue growth through new market entry, partnerships, or new product commercialization, including ownership of initiatives that resulted in measurable revenue impact (e.g., $XM+ deals, new segment expansion, or material pipeline creation)

• Deep experience in healthcare, digital health, or health plans/employers ecosystem, with strong understanding of payer dynamics, benefits strategy, and/or value-based care models

• Demonstrated success sourcing, structuring, and closing complex partnerships or enterprise deals, including negotiation and post-deal execution/integration

• Experience leading cross-functional strategy and execution across Sales, Product, Marketing, and Finance, with a track record of influencing without authority and aligning senior stakeholders

• Strong strategic and analytical thinking skills, with the ability to translate market insights, financial models, and competitive dynamics into actionable business strategies and product/commercial decisions

• Experience building and leading high-performing, multi-disciplinary teams, including clear role definition, prioritization, and performance management

• Executive presence and communication skills, with the ability to influence internal leadership and represent the company externally with partners, clients, and investors

Values-driven culture

Virta’s company values drive our culture, so you’ll do well if:

• You put people first and take care of yourself, your peers, and our patients equally

• You have a strong sense of ownership and take initiative while empowering others to do the same

• You prioritize positive impact over busy work

• You have no ego and understand that everyone has something to bring to the table regardless of experience

• You appreciate transparency and promote trust and empowerment through open access of information

• You are evidence-based and prioritize data and science over seniority or dogma

• You take risks and rapidly iterate

Is this role not quite what you’re looking for? Join our Talent Community and follow us on Linkedin to stay connected!

Virta has a location based compensation structure. Starting pay will be based on a number of factors and commensurate with qualifications & experience. For this role, the compensation range is $243,936 to $285,000. Information about Virta’s benefits is on our Careers page at: https://www.virtahealth.com/careers .

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

Virta Health is on a mission to reverse metabolic disease in one billion people. Current treatment approaches aren’t working—over half of US adults have either type 2 diabetes or prediabetes, and obesity rates are at an all-time high. Virta is changing this by helping people reverse their metabolic condition through innovations in technology, personalized nutrition, and virtual care delivery reinvented from the ground up. We have raised over $350 million from top-tier investors, and partner with the largest health plans, employers, and government organizations to help their employees and members restore their health and take back their lives. Join us on our mission to reverse metabolic disease in one billion people.

Virta is looking for a forward-thinking General Counsel who combines strong legal judgment with commercial instincts, operational pragmatism, and a builder mentality.

This role is not designed for a purely defensive or compliance-oriented legal executive. We are seeking a leader who can help accelerate growth while appropriately managing risk in a complex and evolving healthcare environment.

The General Counsel will oversee all legal affairs of the company, partner closely with executive leadership and the Board, and help shape the company’s readiness for its next stage of scale, including public company preparation.

The ideal candidate brings experience operating inside a high-growth, venture-backed technology or healthcare company, along with strong exposure to IPO readiness and public company disciplines. We are especially interested in candidates who understand how emerging AI technologies are transforming the legal function and can help Virta thoughtfully leverage those tools across legal operations, contracting, compliance, and enterprise risk management.

The General Counsel will report directly to the CFO and work closely with the CEO, executive leadership team, and Board of Directors.

Responsibilities

• Lead and develop Virta’s Legal team, building a high-performing function with clear priorities, strong operating rhythms, and the capabilities needed to support company growth, enterprise risk management, and Virta’s next stage of scale

• Serve as a strategic advisor to the executive team and Board on legal, regulatory, governance, and business matters

• Partner closely with Commercial, Product, Clinical, People, Finance, and Operations teams to enable company growth

• Lead all corporate legal matters, including governance, financing support, strategic transactions, litigation management, employment matters, and enterprise risk

• Oversee healthcare regulatory and compliance strategy across a rapidly evolving landscape

• Help prepare the organization for future public company requirements, including governance, disclosure practices, and operational rigor

• Support complex commercial contracting with enterprise customers, health plans, employers, and strategic partners

• Build scalable legal processes and infrastructure appropriate for a high-growth company

• Modernize the legal function through the thoughtful adoption of AI-enabled tools and workflows

• Manage and develop outside counsel relationships and any future in-house legal team expansion

• Foster a practical, solutions-oriented legal culture that balances risk management with business velocity

Must-Haves

• Significant legal leadership experience within a high-growth, venture-backed technology or healthcare company

• Experience serving as General Counsel or senior legal leader at a company with $200M+ in revenue and meaningful operational complexity

• Strong commercial orientation and ability to be a business partner, not simply a gatekeeper

• Experience supporting IPO readiness, serving as the #1 or #2 legal leader through an IPO process, and/or operating within a public company legal environment

• Strong executive presence and ability to influence cross-functional stakeholders and Boards

• Demonstrated ability to operate effectively in fast-moving, ambiguous environments

• Proven track record of architecting durable AI systems that solve cross-functional challenges and deliver measurable improvements to business efficiency

• Combination of strategic thinking and willingness to operate hands-on when needed

• Experience building and leading high performing Legal teams

• JD required; strong academic credentials preferred

• Based in or willing to spend meaningful time in the SF Bay Area or Denver

• Nice-to-have: meaningful healthcare industry experience, including familiarity with healthcare regulatory environments

Values-driven culture

Virta’s company values drive our culture, so you’ll do well if:

• You put people first and take care of yourself, your peers, and our patients equally

• You have a strong sense of ownership and take initiative while empowering others to do the same

• You prioritize positive impact over busy work

• You have no ego and understand that everyone has something to bring to the table regardless of experience

• You appreciate transparency and promote trust and empowerment through open access of information

• You are evidence-based and prioritize data and science over seniority or dogma

• You take risks and rapidly iterate

Is this role not quite what you’re looking for? Join our Talent Community and follow us on Linkedin to stay connected!

Virta has a location based compensation structure. Starting pay will be based on a number of factors and commensurate with qualifications & experience. For this role, the compensation range is $267,551 - $317,614 . Information about Virta’s benefits is on our Careers page at: https://www.virtahealth.com/careers .

As part of your duties at Virta, you may come in contact with sensitive patient information that is governed by HIPAA. Throughout your career at Virta, you will be expected to follow Virta’s security and privacy procedures to ensure our patients’ information remains strictly confidential. Security and privacy training will be provided.

As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco.

Clinical roles: We currently do not hire in the following states: AK, HI, RI

Corporate roles: We currently do not hire in the following states: AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI.

Virta uses Ashby as its applicant tracking system, which incorporates AI-powered tools (provided by OpenAI, AWS, and Google Gemini) in certain aspects of the recruiting process, including application review, candidate screening, and interview note taking; your data is not used to train AI models, and all final hiring decisions are made by Virta Health personnel. For more information, see Ashby’s AI Terms at https://www.ashbyhq.com/resources/terms-ai-features

#LI-remote

We are seeking a Sr. Director, Offering Management to join our team in the London or Cambridge, UK offices.

Lead the strategy and execution of a cloud-based quantum developer platform that enables developers, researchers, and enterprise users to build, simulate, and run quantum applications across hybrid classical–quantum environments. Drive adoption by simplifying quantum workflows, integrating with classical compute, and aligning platform capabilities with evolving quantum hardware roadmaps.

Key Responsibilities:

Platform Strategy & Business Alignment

• Define and continuously evolve a multi-year strategy for the developer platform, aligned with company-wide technology and business priorities. Prioritize platform features that unlock new offerings and enable our roadmap
• Identify key platform capabilities required to support future workloads, applications, and future generations of hardware
• Drive build vs. buy vs. partner decisions for platform components
• Establish and track key KPIs to measure platform adoption and developer productivity
• Translate emerging trends (AI, cloud-native, edge, etc) into actionable platform investments
• Translate platform capabilities into business impact, including revenue enablement, future market growth, and enablement of our roadmap
• Define monetization and packaging strategies where applicable (e.g., usage-based models, tiers)
• Build business cases to justify large-scale infrastructure or platform investments

Developer Experience (DX)

• Own the end-to-end developer journey across multiple segments, and partner with customer support to continuously improve onboarding, documentation, tooling, debugging, and support
• Champion best practices for APIs, SDKs, documentation, templates/libraries, etc. for consistency, versioning, ease of use and intuitive workflows.
• Encourage teams to become intimately knowledgeable about users and developers across multiple segments by promoting and reviewing user analytics, customer service tickets, user surveys, and direct engagement to understand points of friction
• Identify and remove the biggest sources of developer friction

Platform Architecture and Technical Direction

• Partner closely with engineering leaders to define scalable, resilient platform architectures
• Be a key member of the integrated product team, providing inputs on design tradeoffs involving scale, cost, and maintainability
• Be a spokesperson for our platform, both internally and externally
• Be the voice of the market and the developers to translate needs into product and capabilities requirements via a Market Requirements Document (MRD).

Ecosystem & Growth Strategy

• Team with customer support and ecosystem teams to design and execute a strategy to grow a vibrant developer ecosystem
• Provide inputs for continuous improvement on developer onboarding and education, communicate engagement and advocacy, and partner enablement and co-innovation.
• Be innovative in identifying ways to drive platform adoption and stickiness through experience, value, and differentiation

Execution & Operational Excellence

• Establish operating rhythms for roadmap planning, task prioritization, and
• Foster close relationships with engineering, sales, user support, product teams across the full stack, finance, and legal.
• Partner with program management to identify and track milestones and deliverables

YOU MUST HAVE:

• 15+ years in product/offering management for developer platforms, cloud services, HPC, or advanced compute systems
• Advanced Degree in Computer Science, Computer Engineering, Physics, or related field

WE VALUE:

• Prior experience in HPC or accelerator-based platforms, scientific computing or simulation environments, cloud-service provider computing platforms
• Prior experience or knowledge of quantum computing desired but not required.
• Ability to bridge quantum computing, software engineering, and product strategy
• Proven track record influencing across research, engineering, and business teams
• Excellent written and spoken communication skills, a demonstrated capability of being a confident and easy communicator that can translate very technical concepts into understandable, relatable information across multiple audiences.
• Experience managing a small but highly productive, global team with diverse product background. Experience influencing across an entire organization without having direct line-management relationships
• Experience balancing the player-coach aspect of the job, not being afraid to roll up your sleeves and take on projects while providing coaching and feedback to develop your team.
• Comfortable navigating through ambiguity and finding solutions when there are seemingly conflicting and open-ended requirements and expectations
• High leadership EQ: able to handle stressful situations without becoming rattled or short tempered

$260,000 - $325,000 a year

Compensation & Benefits:

Incentive Eligible – Range posted is inclusive of bonus target.

The pay range for this role is $260,000 – $325,000 annually. Actual compensation within this range may vary based on the candidate’s skills, educational background, professional experience, and unique qualifications for the role.

Quantinuum is the world leader in quantum computing. The company’s quantum systems deliver the highest performance across all industry benchmarks. Quantinuum’s over 650 employees, including 400+ scientists and engineers, across the US, UK, Germany, and Japan, are driving the quantum computing revolution.

By uniting best-in-class software with high-fidelity hardware, our integrated full-stack approach is accelerating the path to practical quantum computing and scaling its impact across multiple industries.

By joining Quantinuum, you’ll be at the forefront of this transformative revolution, shaping the future of quantum computing, pushing the limits of technology, and making the impossible possible.

What’s in it for you?

A competitive salary and innovative, game-changing work

Flexible work schedule

Employer subsidized health, dental, and vision insurance

401(k) match for student loan repayment benefit

Equity, 401k retirement savings plan + 12 Paid holidays and generous vacation + sick time

Paid parental leave

Employee discounts

Quantinuum is an equal opportunity employer. You will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, or veteran status. Know Your Rights: Workplace discrimination is illegal

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

The Role

The Senior Director of Data Strategy oversees and guides our Data Strategy team, architecting the data capture, measurement, and analytics needs for Wpromote’s enterprise clients. The Data Strategy team acts as the central resource & lead for Digital Strategy & Analytics engagements with clients. This team combines their expertise across multiple facets of digital measurement,  digital marketing, and data science with deep subject matter solutions experts across our Data Analytics, Analytics Management & Engineering, and Reporting Solutions teams to define client measurement challenges, architect & deploy solutions, and guide clients toward incremental measurement maturity.

The Sr.  Director of Data Strategy will lead Wpromote’s Data Strategy team, architecting data and measurement solutions for enterprise clients.

• Partner with a cross-functional team of exec-level leaders across Client & Media Strategy, Data Strategy & Analytics leaders to deliver scalable, high-quality, cross-channel data solutions and service experiences quickly to clients and their teams from across Analytics Engineering, Analytics Management, Data Engineering, Reporting Solutions, and Data Analysis

• Lead client engagements and strategy: Define challenges, build solutions, and guide clients toward better measurement while remaining hands-on in the  delivery  of client-facing solutions

• Manage team operations: Project planning, resourcing, budget, and ensuring high client satisfaction.

• Evangelize measurement methods and solutions: Educate clients on technology, privacy, and data capture.

• Develop novel solutions: Collaborate with other teams to create cutting-edge measurement tools.

• Deep understanding of digital measurement: Trends, technologies, methodologies, and client challenges.

• Continue to enhance the Data Strategy and Analytics team’s menu of services

• Design team resources: Deliver best-in-class solutions and insights for data-driven decisions

• Acting as an escalation point to promptly resolve complex and occasionally unprecedented situations with broad definitions.

• Building internal alignment: Educating and training the Client Strategy, Channel, and Executive teams on Data Strategy & Analytics capabilities to ensure consistent adoption of best practices.

• Support growth: Pitching new business on the differentiated value of Data Strategy & Analytics services, crafting a consultative sales approach through consulting on prospect MarTech stacks

At Wpromote, we believe that great work is only possible with great people. Our goal is to build a better, more inclusive work environment and support our people at every stage of their careers by prioritizing a strong work-life balance through our policies and benefits listed below. As a Best Place to Work according to both Ad Age and Glassdoor and Adweek’s Fastest Growing Digital Agency, we are moving fast to expand our teams and bring new experts into the fold to keep pushing the boundaries of what’s possible in marketing.

We offer:

-Remote-first culture

-Unlimited PTO

-Extended Holiday break (Winter)

-Flexible schedules

-Work from anywhere options*

-100% paid parental leave

-401(k) matching

-Medical, Dental, Vision, Life, Pet Insurance

-Sponsored life insurance

-Short Term Disability insurance and additional voluntary insurance

-Annual Class Pass credits and more!

The anticipated annual salary for this role will range from $170,000 - $195,000, based on consideration of a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, education and certifications, competitive benchmarks, scope of responsibility, market dynamics, geographic location, and respective state’s salary threshold for exempt employees. The total compensation package for this role will include benefits (listed above) and an annual performance bonus.

This role has an associated annual target bonus component which is paid out based on a number of factors which include Company performance, department performance, and individual performance. Bonuses are not guaranteed and you must be an active employee in good standing and not on a Performance Improvement Plan to be eligible for the annual bonus.

*This position may be performed remotely in most states within the US, with some exclusions

**While this role offers the flexibility to work remotely, we have office hubs in Los Angeles, Chicago, and New York, where you can join in on learning and development opportunities, fun events, take advantage of a space to work, and collaborate in person!

***This position is not eligible for immigration sponsorship

Important Notice: Beware of Job Scams

Wpromote recruiting communications will only be sent through our official channels via wpromote.com email addresses. If you see a posting elsewhere that is not reflected on Wpromote.com/careers, it may be a fraudulent posting. We do not require payment or fees during the hiring process nor do we request sensitive information, such as Social Security numbers or payment details. Please safeguard yourself against possible scams and contact us if you encounter any suspicious activity.

#LI-JJ

#LI-Remote

You Will Be

• Leading the Data Strategy team, working on enterprise client engagements with the primary focus of enabling measurement solutions and guiding client decisions. This will include directly managing at least 4-5 Directors/Associate Directors with additional team members reporting to them.

• Providing thought-leadership on topics central to the Digital Measurement space, including, but not limited to Data Privacy & Compliance, Behavioral Tracking Intelligence, Customer Insights, Media Performance Measurement Solutions (MTA, MMM, Incrementality) & Novel Solutions developed by the DS&A team.

• Leading a team of strategists and analysts dedicated to uncovering insights and delivering strategic recommendations that drive measurable business outcomes for our clients. This role combines analytical rigor with client-focused problem-solving to shape high-impact strategies.

• Driving cross-departmental adoption of novel measurement solutions through partnership with the Product team

• Continually evolving the business objectives & expectations of the Data Strategy & Analytics team to adjust to the changing scope of data utilization & measurement needs of our clients. This includes refining deliverable scopes & ensuring effective delivery of new solutions to all clients.

• Defining standards & practices for educating stakeholders (both internal & external) and ensuring awareness of solutions we have developed to meet clients’ measurement needs.

• Partnering with the sales team & digital marketing channel leaders on new business pitches.

• Collaborating with the Product leadership team to ensure solutions are useful and scalable for product development.

• Building out value propositions, positioning, capabilities, and case studies of Data Strategy & Analytics offerings.

• Evangelizing the proliferation, adoption, and revenue growth of Data Strategy client engagements across the agency, with a strong focus on utilizing Polaris + DS&A solutions.

• Leading our Marketing Technology partnership engagements & guiding team members to identify opportunities to recommend new partners that enable clients to develop a useful MarTech stack.

• Identifying new measurement needs for our clients and working with cross-departmental teams to develop new solutions that can be delivered to clients in a repeatable, process-driven capacity.

• Defining new processes & resources required to optimize team performance and provide predictable, scalable delivery of solutions to our clients.

You Must Have

• 12+ years of experience leading data strategy and analytics teams.

• Experience working with Digital Marketing decision-makers & breaking down complex topics to ensure comprehension across stakeholders with a wide range of measurement knowledge.

• Comprehensive knowledge of the digital measurement ecosystem, including but not limited to Media Performance Measurement (MMM, MTA, Incrementality)

• Marketing technology and agency experience enabling enterprise analytics systems for customers

• Strong analytic & problem-solving skills.

• Solid and proven ability to lead a team and a team of managers

• The ability to work in a team structure and foster collaboration

• The ability to distill complex information and present it to senior and C-suite level executives.

• An energetic attitude and a passion for Marketing measurement.

• Experience working with different Ad platforms and Digital Analytics tools.

• Strong proficiency in executive function tools such as Google Sheets (or Excel) and Google Slides.

• Verbal communication skills, with the ability to understand the technical details behind data utilization for digital marketing and the ability to explain it simply to non-technical audiences.

• Project management skills, with the ability to work efficiently across multiple teams, clients, and timelines simultaneously.

Nice To Have

• Previous experience in a client-facing role at a performance marketing agency.

• A strong public image within the Digital Marketing & Analytics community, and be involved in conversations focused on advancing Digital Measurement solutions.

• Experience with measurement solutions utilized within other (non-digital marketing) industries.

Wpromote is committed to bringing together individuals from different backgrounds and perspectives, providing employees with a safe and welcoming environment free of discrimination and harassment. We strive to create a diverse & inclusive environment where everyone can thrive, feel a sense of belonging, and do impactful work together. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, family or parental status, disability*, age, veteran status, or any other status protected by the laws or regulations in the locations where we operate. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our workplace.

Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Wpromote.

This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. For more information on E Verify, or if you believe that your employer has violated its E-Verify responsibilities, please contact DHS.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

The Role

The Senior Director of Data Strategy oversees and guides our Data Strategy team, architecting the data capture, measurement, and analytics needs for Wpromote’s enterprise clients. The Data Strategy team acts as the central resource & lead for Digital Strategy & Analytics engagements with clients. This team combines their expertise across multiple facets of digital measurement,  digital marketing, and data science with deep subject matter solutions experts across our Data Analytics, Analytics Management & Engineering, and Reporting Solutions teams to define client measurement challenges, architect & deploy solutions, and guide clients toward incremental measurement maturity.

The Sr.  Director of Data Strategy will lead Wpromote’s Data Strategy team, architecting data and measurement solutions for enterprise clients.

• Partner with a cross-functional team of exec-level leaders across Client & Media Strategy, Data Strategy & Analytics leaders to deliver scalable, high-quality, cross-channel data solutions and service experiences quickly to clients and their teams from across Analytics Engineering, Analytics Management, Data Engineering, Reporting Solutions, and Data Analysis

• Lead client engagements and strategy: Define challenges, build solutions, and guide clients toward better measurement while remaining hands-on in the  delivery  of client-facing solutions

• Manage team operations: Project planning, resourcing, budget, and ensuring high client satisfaction.

• Evangelize measurement methods and solutions: Educate clients on technology, privacy, and data capture.

• Develop novel solutions: Collaborate with other teams to create cutting-edge measurement tools.

• Deep understanding of digital measurement: Trends, technologies, methodologies, and client challenges.

• Continue to enhance the Data Strategy and Analytics team’s menu of services

• Design team resources: Deliver best-in-class solutions and insights for data-driven decisions

• Acting as an escalation point to promptly resolve complex and occasionally unprecedented situations with broad definitions.

• Building internal alignment: Educating and training the Client Strategy, Channel, and Executive teams on Data Strategy & Analytics capabilities to ensure consistent adoption of best practices.

• Support growth: Pitching new business on the differentiated value of Data Strategy & Analytics services, crafting a consultative sales approach through consulting on prospect MarTech stacks

At Wpromote, we believe that great work is only possible with great people. Our goal is to build a better, more inclusive work environment and support our people at every stage of their careers by prioritizing a strong work-life balance through our policies and benefits listed below. As a Best Place to Work according to both Ad Age and Glassdoor and Adweek’s Fastest Growing Digital Agency, we are moving fast to expand our teams and bring new experts into the fold to keep pushing the boundaries of what’s possible in marketing.

We offer:

-Remote-first culture

-Unlimited PTO

-Extended Holiday break (Winter)

-Flexible schedules

-Work from anywhere options*

-100% paid parental leave

-401(k) matching

-Medical, Dental, Vision, Life, Pet Insurance

-Sponsored life insurance

-Short Term Disability insurance and additional voluntary insurance

-Annual Class Pass credits and more!

The anticipated annual salary for this role will range from $170,000 - $195,000, based on consideration of a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, education and certifications, competitive benchmarks, scope of responsibility, market dynamics, geographic location, and respective state’s salary threshold for exempt employees. The total compensation package for this role will include benefits (listed above) and an annual performance bonus.

This role has an associated annual target bonus component which is paid out based on a number of factors which include Company performance, department performance, and individual performance. Bonuses are not guaranteed and you must be an active employee in good standing and not on a Performance Improvement Plan to be eligible for the annual bonus.

*This position may be performed remotely in most states within the US, with some exclusions

**While this role offers the flexibility to work remotely, we have office hubs in Los Angeles, Chicago, and New York, where you can join in on learning and development opportunities, fun events, take advantage of a space to work, and collaborate in person!

***This position is not eligible for immigration sponsorship

Important Notice: Beware of Job Scams

Wpromote recruiting communications will only be sent through our official channels via wpromote.com email addresses. If you see a posting elsewhere that is not reflected on Wpromote.com/careers, it may be a fraudulent posting. We do not require payment or fees during the hiring process nor do we request sensitive information, such as Social Security numbers or payment details. Please safeguard yourself against possible scams and contact us if you encounter any suspicious activity.

#LI-JJ

#LI-Remote

You Will Be

• Leading the Data Strategy team, working on enterprise client engagements with the primary focus of enabling measurement solutions and guiding client decisions. This will include directly managing at least 4-5 Directors/Associate Directors with additional team members reporting to them.

• Providing thought-leadership on topics central to the Digital Measurement space, including, but not limited to Data Privacy & Compliance, Behavioral Tracking Intelligence, Customer Insights, Media Performance Measurement Solutions (MTA, MMM, Incrementality) & Novel Solutions developed by the DS&A team.

• Leading a team of strategists and analysts dedicated to uncovering insights and delivering strategic recommendations that drive measurable business outcomes for our clients. This role combines analytical rigor with client-focused problem-solving to shape high-impact strategies.

• Driving cross-departmental adoption of novel measurement solutions through partnership with the Product team

• Continually evolving the business objectives & expectations of the Data Strategy & Analytics team to adjust to the changing scope of data utilization & measurement needs of our clients. This includes refining deliverable scopes & ensuring effective delivery of new solutions to all clients.

• Defining standards & practices for educating stakeholders (both internal & external) and ensuring awareness of solutions we have developed to meet clients’ measurement needs.

• Partnering with the sales team & digital marketing channel leaders on new business pitches.

• Collaborating with the Product leadership team to ensure solutions are useful and scalable for product development.

• Building out value propositions, positioning, capabilities, and case studies of Data Strategy & Analytics offerings.

• Evangelizing the proliferation, adoption, and revenue growth of Data Strategy client engagements across the agency, with a strong focus on utilizing Polaris + DS&A solutions.

• Leading our Marketing Technology partnership engagements & guiding team members to identify opportunities to recommend new partners that enable clients to develop a useful MarTech stack.

• Identifying new measurement needs for our clients and working with cross-departmental teams to develop new solutions that can be delivered to clients in a repeatable, process-driven capacity.

• Defining new processes & resources required to optimize team performance and provide predictable, scalable delivery of solutions to our clients.

You Must Have

• 12+ years of experience leading data strategy and analytics teams.

• Experience working with Digital Marketing decision-makers & breaking down complex topics to ensure comprehension across stakeholders with a wide range of measurement knowledge.

• Comprehensive knowledge of the digital measurement ecosystem, including but not limited to Media Performance Measurement (MMM, MTA, Incrementality)

• Marketing technology and agency experience enabling enterprise analytics systems for customers

• Strong analytic & problem-solving skills.

• Solid and proven ability to lead a team and a team of managers

• The ability to work in a team structure and foster collaboration

• The ability to distill complex information and present it to senior and C-suite level executives.

• An energetic attitude and a passion for Marketing measurement.

• Experience working with different Ad platforms and Digital Analytics tools.

• Strong proficiency in executive function tools such as Google Sheets (or Excel) and Google Slides.

• Verbal communication skills, with the ability to understand the technical details behind data utilization for digital marketing and the ability to explain it simply to non-technical audiences.

• Project management skills, with the ability to work efficiently across multiple teams, clients, and timelines simultaneously.

Nice To Have

• Previous experience in a client-facing role at a performance marketing agency.

• A strong public image within the Digital Marketing & Analytics community, and be involved in conversations focused on advancing Digital Measurement solutions.

• Experience with measurement solutions utilized within other (non-digital marketing) industries.

Wpromote is committed to bringing together individuals from different backgrounds and perspectives, providing employees with a safe and welcoming environment free of discrimination and harassment. We strive to create a diverse & inclusive environment where everyone can thrive, feel a sense of belonging, and do impactful work together. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, family or parental status, disability*, age, veteran status, or any other status protected by the laws or regulations in the locations where we operate. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our workplace.

Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Wpromote.

This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. For more information on E Verify, or if you believe that your employer has violated its E-Verify responsibilities, please contact DHS.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Managing Director of Client Services

 

Company Overview
We are looking for a Managing Director of Client Services to focus on leading enterprise client delivery, strategic growth, and operational excellence. The Managing Director oversees Project Management, Operations, and Cyber, setting the standard for quality, accountability, and client impact while driving long-term, value-based relationships. The Managing Director operates as a senior advisor to clients and a trusted leader within the organization, bringing executive presence and credibility with senior stakeholders across leadership, government agencies, law firms, corporate legal departments, and strategic partners. The role ensures the delivery of defensible, efficient, and technology-enabled eDiscovery solutions across the full lifecycle of litigation and high profile government investigations. 

Key Responsibilities

Client Leadership and Strategy

• Ensure all clients are actively and effectively managed by establishing clear ownership and accountability with Associate Directors leading client engagement and overall experience.
• Oversee Associate Directors to ensure consistency in communication, issue resolution, delivery alignment, and client satisfaction.
• Partner with Associate Directors and Sales to strengthen client relationships, increase visibility, and drive long-term account growth.
• Collaborate with Advisory Services to guide client-specific strategies related to workflows, technology, and engagement models to support delivery success and identify expansion opportunities.
• Establish and enforce a structured client governance model, including Quarterly Business Reviews, standardized reporting, and client playbooks that drive accountability and proactive management.
• Maintain involvement in key client initiatives focused on innovation and continuous improvement, including the adoption of automation, analytics, and AI-enabled workflows.

Delivery and Operational Leadership

• Lead Project Management, Operations, and Cyber teams to ensure consistent execution of all processing, production, breach response, and eDiscovery workflows.
• Ensure clear, consistent documentation of processes to support execution across the full project lifecycle.
• Develop and mentor Associate Directors to strengthen delegation, accountability, and leadership capability across delivery teams.
• Establish and enforce operational standards across all engagements, including quality control, timeliness, and adherence to defined workflows.
• Oversee execution of complex, high-volume, and high-risk matters, including workflow design, resourcing, RACI alignment, and escalation management.
• Drive continuous improvement across operations, ensuring scalability, defensibility, and the ability to support emerging data sources.
• Monitor performance against defined KPIs, including utilization, quality, and timeliness, and take corrective action to improve consistency and outcomes.

Solution Design and Pre-Sales Engagement

• Partner with Sales and Advisory Services to support solution design and RFP responses.
• Provide input on pricing, scoping, team structure, and solution architecture to ensure alignment with client needs and delivery capabilities.
  

Financial and Portfolio Management

• Own overall financial performance, including revenue, margin, forecasting, and portfolio health.
• Monitor and address risks using defined KPIs, including effective rate and profitability.
• Scale and optimize teams across Project Management, Operations, and Cyber through effective utilization and resource planning.

Experience and Qualifications

• Bachelor’s degree in related fields such as information technology, business, operations management, project management, or similar disciplines
• 10+ years of experience in eDiscovery or legal technology, with deep expertise in the Electronic Discovery Reference Model and litigation lifecycle.
• Proven ability to translate client needs into scalable, high-quality operational solutions and lead complex, large-scale client engagements.
• 5+ years of leadership experience managing client services or operations teams and directing cross-functional delivery organizations.
• Strong experience with Relativity, certification as a Relativity Certified Administrator preferred.
• Demonstrated ability to advise clients, manage expectations, and maintain high levels of client satisfaction.
• Excellent communication skills, with the ability to engage effectively with both technical and non-technical stakeholders, including attorneys, client teams, and internal resources.
• Proven ability to manage multiple concurrent projects within budget and timeline constraints, including the use of structured methodologies such as RACI and Gantt frameworks.
• Strong organizational and prioritization skills, with the ability to operate effectively and quickly in time-sensitive and high-pressure environments.
• Demonstrated ability to lead teams through delegation, collaboration, and accountability.
• Experience troubleshooting applications and coordinating effectively with support teams.
• Proactive problem-solving mindset with the ability to anticipate client needs and drive solutions forward to avoid challenges from occurring. 

Our Commitment

Contact Government Services (CGS) strives to simplify and enhance government bureaucracy through the optimization of human, technical, and financial resources. We combine cutting-edge technology with world-class personnel to deliver customized solutions that fit our client’s specific needs. We are committed to solving the most challenging and dynamic problems.

For the past eight years, we’ve been growing our government-contracting portfolio, and along the way, we’ve created valuable partnerships by demonstrating a commitment to honesty, professionalism, and quality work.

Here at CGS we value honesty through hard work and self-awareness, professionalism in all we do, and to deliver the best quality to our consumers mending those relations for years to come.

We care about our employees. Therefore, we offer a comprehensive benefits package.
-         Health, Dental, and Vision
-         Life Insurance
-         401k
-         Flexible Spending Account (Health, Dependent Care, and Commuter)
-         Paid Time Off and Observance of State/Federal Holidays

Contact Government Services, LLC is an Equal Opportunity Employer. Applicants will be considered without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Join our team and become part of government innovation!

\n

\n$170,000 - $210,000 a year\n

Access Softek is a leading provider of digital banking platforms for financial institutions across the U.S. 

We are seeking a Chief Technology Officer to define and lead the company’s technology vision, architecture strategy, and long-term platform evolution. This is an executive role responsible for ensuring technology is a core driver of business growth, product scalability, and operational resilience.

As CTO, you will partner with the CEO and executive leadership team to shape company strategy through technology, make high-impact architectural decisions, and ensure the organization is built to scale sustainably.

\n

What You'll own

• Own the company’s technology vision, architecture strategy, and long-term platform direction
• Define how the platform evolves, scales, and remains competitive over time
• Translate business strategy into technology strategy, system architecture, and key technical trade-offs
• Make executive-level decisions on platform design, modernization, and major technology investments
• Own end-to-end system architecture across products and services, ensuring coherence, scalability, and maintainability
• Drive long-term platform evolution, including legacy system strategy and architectural consolidation
• Design and evolve the engineering organization at the executive level, including leadership structure and scaling model
• Own technology risk, including system resilience, security architecture, and compliance (SOC2 and related standards)
• Ensure security and compliance are embedded into system design and engineering practices
• Partner with Product and Business leadership to align roadmap priorities with technical feasibility and long-term strategy
• Align engineering investment and capacity with business goals and growth priorities
• Oversee system reliability, scalability, and observability strategy at the platform level
• Evaluate and drive adoption of emerging technologies (including AI/automation) for strategic advantage
• Lead the company’s adoption of AI technologies and guide its transition toward AI-driven products and operations
• Provide executive-level visibility into platform health, risks, and architectural direction

 

Requirements

• 10+ years of experience in software engineering and technology leadership
• Proven experience as a CTO or equivalent executive technology leader in a scaling SaaS or platform company
• Strong track record of owning architecture and platform evolution in large-scale, production systems
• Experience leading and scaling distributed engineering organizations through growth and transformation
• Deep understanding of cloud-native architectures, distributed systems, and platform engineering principles
• Experience operating in regulated or security-critical environments (e.g., fintech, enterprise SaaS)
• Strong executive communication skills with ability to influence CEO and senior leadership decisions
• Demonstrated ability to operate at system, architecture, and business-strategy level
• Strong judgment in balancing speed, scalability, risk, and long-term technical investment

Our Benefits

• Compensation commensurate with experience
• 401(k) retirement savings plan
• Life insurance, short-term and long-term disabilities insurance
• Medical and dental insurance
• Paid vacation and sick leave
• Paid home internet

\n

About the Company:

Access Softek started developing software 30 years ago in Berkeley, California. Now, we have offices all over the United States and around the world, and are growing by the day! Our software is in use by over 350+ financial institutions, helping them to reach millions of customers and shape communities across the country. In addition, we have a technical development and consulting division that works for companies like Google, Sony and Nintendo.

Receivables management is a $20B+ market at an inflection point. Increasing regulatory complexity, rising operating costs, and declining effectiveness of legacy outbound models are driving demand for a modern, AI-first approach. Overtime.ai (Powered by Acclaim) is THE platform to define this next generation—combining voice AI, automation, and compliance-by-design to transform how the industry recovers debt while improving the consumer experience. This is a start-up leadership opportunity to shape go-to-market strategy, build a category-defining sales motion, and drive revenue in a market ready for disruption.

About The Role

The Head of Operations is responsible for operational execution, client deployment, regulatory coordination, and day-to-day operational management across the Overtime.ai platform. This role ensures the platform is implemented effectively inside regulated collections and receivables environments while maintaining strong operational discipline, compliance alignment, and client outcomes.

This role requires deep operational knowledge of collections, healthcare revenue cycle, first party servicing, and regulated consumer communication environments. The ideal candidate understands operational risk, compliance expectations, client workflows, and how collection agencies and servicing organizations actually operate day to day.

The role is highly cross-functional and works across Operations, Compliance, Product, Engineering, Legal, Client Success, and executive leadership teams.

Requirements

• 15+ years of operational leadership experience in collections, healthcare revenue cycle, financial services, contact center operations, or other regulated servicing environments
• Strong understanding of debt collection regulations, operational compliance requirements, and consumer communication workflows
• Experience managing operational teams, implementations, onboarding, and client delivery functions
• Proven ability to operate inside regulated, high-volume servicing environments
• Strong project management, organizational, and operational leadership skills
• Experience coordinating across Compliance, Product, Engineering, Legal, and executive leadership teams
• Ability to manage multiple priorities and operational risks in fast-moving environments
• Experience supporting operational audits, governance processes, and escalation management
• Familiarity with AI enabled workflows, conversational AI, automation platforms, or contact center technologies preferred
  
  

Responsibilities

Operational Leadership & Execution

• Lead operational execution across implementations, onboarding, client launches, and production environments
• Establish operational processes, controls, escalation paths, and execution standards across the organization
• Drive accountability across internal teams and external partners to ensure operational consistency and execution discipline
• Maintain operational readiness for platform deployments, workflow changes, and client expansions
  
  

Client Deployment & Operational Readiness

• Own deployment execution and operational coordination for collection agencies, healthcare organizations, debt buyers, and servicing clients
• Build scalable onboarding, implementation, and operational support processes
• Ensure operational workflows align with client requirements, staffing models, servicing strategies, and compliance expectations
• Coordinate implementation activities across Product, Engineering, Compliance, Legal, and client stakeholders
  
  

Compliance & Regulatory Coordination

• Maintain strong working knowledge of debt collection regulations including FDCPA, TCPA, Reg F, state regulations, consent management, disclosures, call handling, and operational controls
• Partner closely with Compliance and Legal teams to ensure operational processes align with regulatory expectations and client requirements
• Support audit readiness, documentation standards, complaint escalation management, and operational governance
• Ensure operational teams execute within approved compliance and workflow standards
  
  

Operational Process Management

• Develop operational playbooks, deployment standards, QA processes, workflow governance, and escalation procedures
• Identify operational gaps, servicing inefficiencies, workflow risks, and process breakdowns
• Drive operational improvements focused on scalability, consistency, compliance, and client outcomes
• Coordinate operational testing, release readiness, and production support activities
  
  

Cross Functional Coordination

• Act as the operational bridge across Operations, Product, Engineering, Compliance, Client Success, Sales, and executive leadership
• Coordinate priorities, dependencies, risks, and operational deliverables across teams
• Ensure product releases and workflow changes can be operationalized effectively in live environments
  
  

Client & Partner Management

• Serve as senior operational lead during implementations, client escalations, and strategic deployments
• Manage relationships with operational leaders, compliance teams, implementation stakeholders, and external partners
• Support issue resolution, operational optimization, and client adoption efforts
  
  

Operational Reporting & Performance

• Track operational KPIs including deployment timelines, implementation success, workflow efficiency, client adoption, QA trends, and operational risk indicators
• Deliver operational reporting and execution updates to executive leadership
• Surface operational risks, dependencies, and resource needs proactively
  
  

Organizational Support

• Help build operational structure, staffing models, and execution discipline as the company scales
• Support leadership with operational planning, prioritization, and resource coordination
• Establish repeatable operational processes that scale with company growth
  
  

What We Offer

• A team built from the collections industry — work alongside leaders with experience across third party collections, healthcare revenue cycle, and first party servicing.
• Opportunity to grow with the company — take on meaningful responsibility as the business expands.
• Fast moving environment with direct access to leadership — decisions get made quickly and ideas can move into execution without unnecessary layers.
• Build technology tied to real operational outcomes — focused on improving recovery performance, lowering operating costs, and creating a better consumer experience in regulated environments.
• Fully remote within the US
• 15 days PTO + all federal holidays + 3 sick days
• Health insurance reimbursement (ICHRA)
• 401(k)
• Laptop provided by the company
• Participation in Employee Stock Ownership Plan (ESOP)

Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.