VP, Workforce Architecture & Total Rewards

Details

• 12+ years of HR leadership experience with a proven track record leading organizational design and transformation, including navigating leadership change and cultural evolution
• Demonstrated success building and developing high-performing People teams, with a genuine commitment to talent development and succession planning
• Deep domain expertise in total rewards, particularly compensation design and benchmarking in competitive tech markets
• Demonstrated experience owning and implementing HR systems and processes at scale, including driving adoption across distributed or decentralized organizations
• Experience operating in a global role, managing programs and teams across multiple countries and jurisdictions
• Strong executive presence and a genuine advisory orientation; someone who earns trust through insight and candor, not tenure or hierarchy, across stakeholders including employees, ELT, founders, investors, and board members
• Background in the technology industry; experience with SaaS companies or comparable high-growth tech environments is a strong differentiator
• Familiarity with AI workforce tools, copilots, or automation platforms (e.g., Workato, LLM-based HR tools, or equivalent)
• Experience supporting a company through a pre-IPO scaling phase or similar high-stakes growth context
• Hands-on experience with modern knowledge management and HR delivery models (e.g., Notion, Guru, or similar)
• Experience operating in or alongside a function undergoing structural transformation (e.g., moving from a generalist model to a product/pod model)
• Familiarity with blended workforce concepts and experience designing work in environments where human employees and AI agents coexist
• Serve as the primary strategic advisor to the C-suite on workforce planning, organizational design, and the future of work
• Architect and own a unified workforce strategy, consolidating currently distributed efforts into a coherent, company-wide framework
• Define how work should be distributed: what stays human, what gets augmented, and where judgment remains non-negotiable
• Apply and operationalize the Hire / Build / Borrow / Bot framework across enterprise capability planning, partnering with business leaders to make confident, well-governed decisions about how work gets done
• Partner with Finance, Legal, IT, and Revenue Operations to ensure workforce plans are grounded in business realities and aligned with cross-functional priorities
• Design scalable org structures that support 15-20% annual growth across a global, multi-jurisdictional footprint (US, Canada, UK, Netherlands, Germany, and growing)
• Lead the transformation of how people work gets done, not just inside the HR function but across the organization, moving from manual, policy-heavy processes toward AI-assisted and autonomous execution where human judgment can focus where it matters most
• Define the governance model for how AI tools, copilots, and autonomous agents are deployed across the workforce, including accountability frameworks and change management principles
• Partner with IT and technology teams building API, MCP, and automation infrastructure (including Workato-based solutions) to ensure HR use cases are prioritized, well-designed, and adopted
• Establish the company's knowledge and policy architecture (currently anchored in Notion) as a production-ready, AI-accessible foundation for employee and manager support
• Reduce time-to-start across the full hiring and onboarding lifecycle, from headcount approval through employee ramp, by identifying and eliminating process and automation gaps that slow the path from "role needed" to "fully productive contributor"
• Modernize the performance and compensation planning cycle to be leaner, faster, and less burdensome, without sacrificing the integrity of outcomes, by redesigning the underlying process and leveraging automation to remove friction for managers, HR, and senior leadership
• Serve as the strategic voice on total rewards philosophy at the executive level, setting the direction for how 1Password positions itself in competitive AI and cybersecurity talent markets, and empowering a strong team to translate that philosophy into excellent program execution
• Drive consistent, trusted HR systems architecture across a historically decentralized technology environment, aligning tools and data to support decision-making at scale
• Lead, develop, and inspire a team of 15-20 People professionals across compensation, benefits, HR systems, analytics, and AI tooling, modeling what exceptional people leadership looks like inside a People function
• Build bench strength and create deliberate development pathways for your team, including pod lead rotations and AI/intelligence layer exposure, aligned to how the next generation of People professionals will grow
• Navigate a matrixed environment with competing priorities, building coalitions and driving progress on strategic objectives through influence rather than authority
• Act as a credible, trusted, and at times challenging advisor to C-suite leaders, translating complex workforce dynamics into clear strategic choices and having the confidence to name trade-offs others won't
• Model the standard for executive communication and decision support: clear, data-informed, direct, and actionable
• Total Rewards (Compensation & Benefits)
• Workforce Planning
• AI Tooling & Workforce Automation (HR Systems & Technology)