Vice President - People & Culture

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About the Job

Why This Role Matters

The People & Culture Vice President serves as a key executive leader at Greenbox Capital, helping the company strengthen its People function through the next stage of organizational growth and maturity.

This role owns and evolves core People strategies including hiring quality, performance management, manager accountability, employee relations, leadership capability, People operations, and scalable infrastructure. The individual partners closely with the CEO and executive leadership team to improve how Greenbox hires, manages, develops, communicates, and holds people accountable.

The ideal candidate brings mature People leadership experience, strong executive partnership, deep performance management and employee relations judgment, and a proven ability to build scalable systems in a lean, fast-moving environment. This role is not a traditional HR maintenance role. It requires someone who can create practical structure, drive adoption across managers and leaders, and support growth without creating unnecessary bureaucracy.

This role reports to the Chief Executive Officer and leads the People & Culture function.

What Success Looks Like

Here’s how your time might break down (actual time can shift depending on business needs):

Talent Acquisition Strategy & Hiring Quality – Strengthening hiring standards, candidate evaluation, and manager accountability in the recruiting process
Performance Management & Manager Accountability – Improving performance discipline, KPI/OKR alignment, calibration, documentation, and follow-through
People Strategy & Executive Partnership – Advising the CEO and executive team on organizational design, leadership capability, workforce priorities, and culture
People Infrastructure & Change Adoption – Building scalable systems, processes, SOPs, workflows, training, and communication rhythms
Employee Relations, Compliance & Risk – Providing experienced judgment on employee relations, corrective action, workplace risk, legal escalation, compensation, benefits, and compliance
People Team Leadership – Leading and developing the People & Culture team across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

How You’ll Be Measured

Talent Acquisition Strategy & Hiring Quality:

Set hiring standards and improve candidate evaluation methods
Support executive and critical-role hiring
Strengthen structured interviews, scorecards, recruiting governance, and hiring manager accountability
Ensure Greenbox attracts and selects talent aligned to business needs, performance expectations, culture, and long-term organizational capability

Performance Management & Manager Accountability

Build, own, and improve the performance management cycle
Strengthen KPI/OKR alignment, calibration, manager coaching, accountability standards, documentation, and follow-up mechanisms
Improve manager behavior and reinforce consistent performance expectations across the organization
Support development of high-performing employees while addressing underperformance directly and consistently

People Strategy & Executive Partnership

Partner with the CEO and executive leadership team on organizational capability, workforce priorities, leadership effectiveness, and structure
Help clarify roles, decision rights, and operating expectations
Align People initiatives with business growth, scalability, culture, and operating discipline

People Infrastructure & Change Adoption

Design and improve People systems, SOPs, policies, workflows, communications, and training programs
Drive adoption across managers and leaders
Create practical structure in a lean, virtual environment where systems and processes are still maturing
Improve consistency, documentation, and execution without overcomplicating the organization

Employee Relations, Compliance & Workplace Risk

Provide experienced judgment on employee relations matters, corrective action, workplace risk, legal escalation, compliance, compensation decisions, benefits oversight, payroll-related escalations, and policy governance
Balance employee support with business needs, accountability, and risk management

People Team Leadership

Lead a lean People & Culture team
Set priorities, allocate work, coach team members, manage performance, and build internal capability
Strengthen coverage across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

You’re a Strong Fit If You

Bring mature People leadership judgment and strong executive presence
Have successfully built or matured People systems in a scaling, founder-led, entrepreneurial, or lightly structured organization
Can create structure, accountability, and operating discipline without unnecessary bureaucracy
Have strong performance management, manager accountability, and employee relations judgment
Know how to partner directly with a CEO, founder, president, or executive team
Can balance strategic leadership with hands-on execution in a lean environment
Communicate clearly, directly, and proactively
Are comfortable driving adoption and behavior change across managers and leaders
Show natural curiosity and a desire to understand the business before solving the problem
Adapt well in a global, distributed team environment and collaborate effectively across functions
Demonstrate a growth mindset, strong ownership, and the ability to operate through ambiguity

What You’ve Done Before

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required
Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field preferred
Minimum 12 years of progressive People, Human Resources, Talent, or Organizational Effectiveness experience
Senior leadership experience across recruiting, performance management, employee relations, manager coaching, People operations, change implementation, and executive partnership
Prior experience building or maturing People infrastructure in an organization transitioning from informal, founder-led, or lightly structured practices toward clearer systems, scalable processes, decision rights, manager accountability, and operating discipline
Demonstrated experience advising CEOs, founders, presidents, or executive teams on talent, organizational design, manager effectiveness, performance accountability, employee relations risk, leadership capability, and culture
Demonstrated experience driving adoption of People programs across managers and leaders, not only designing programs or maintaining existing processes
Experience helping scale a company from approximately 100 employees toward several hundred employees preferred
Experience in a lean, high-growth, virtual, financial services, fintech, lending, or operationally complex environment preferred

Tools And Expertise You’ll Bring

Talent acquisition strategy and recruiting lifecycle management
Executive and critical-role hiring assessment
Structured interview design and candidate evaluation methodology
Performance management program design, rollout, and administration
KPI/OKR framework development, scoring methodology, and performance calibration
Manager coaching, corrective action, and performance improvement planning
Employee relations investigations and workplace risk assessment
Employment law fundamentals and legal escalation judgment
Compensation, benefits, payroll, and compliance oversight
HRIS administration and workflow governance, preferably BambooHR
People analytics, reporting, and workforce metrics
Policy governance, documentation standards, SOP development, and change management
Organizational design, role clarity, decision rights, and workforce planning

What to Expect from Our Interview Process

Role

We believe in a respectful, efficient, and transparent hiring experience. Here’s what you can expect (subject to changes depending on role):

Step 1: Initial Phone Screen
Step 2: Recruiter Interview
Step 3: Interview with CEO
Step 4: CEO Working Session
Step 5: Executive Leadership Interview
Step 6: Greenbox Capital Executive Coach Interview
Step 7: Onsite Interview with Leadership
Step 8: References, Offer & Background Check

What's In It For You

Competitive Pay - We know your worth and we pay accordingly.
Flexible PTO - Work hard, rest well. Take the time you need to recharge.
Remote - Fully remote within the U.S., working Eastern Time hours to keep everyone aligned.
Full Benefits Package - Health, dental, vision, 401K with employer match
Smart, Supportive Teammates - Collaborate with sharp minds who are kind, driven and uphold our core values: Wear Green First, Pull the Thread, Move the Needle, Courage Over Comfort, Think Bold, Win Together, and Own the Outcome

Location: United States (Remote)