VP – People Partner

VP – People Partner

Requirements

• 15+ years of progressive HR experience, with at least 7+ years as a senior-level HRBP supporting executives in a fast-scaling, high-growth company.
• Proven experience leading a national People Partner function, with the ability to drive alignment, scalability, and execution at a large scale.
• Deep expertise in coaching, organizational design, change management, and talent strategy.
• Track record of influencing and driving business outcomes through strategic HR leadership.
• Proven ability to scale organizations through rapid growth, M&A, or global expansion.
• Strong analytical mindset with the ability to leverage people data and workforce insights to drive decisions.
• Passion for culture-building, with experience implementing high-impact engagement and leadership development initiatives.
• Demonstrated success in cross-functional collaboration, working across HR COEs, business units, and leadership teams.
• Bachelor’s degree required, Master’s degree a plus.

Responsibilities

• Lead, mentor, and develop the US People Partner team, ensuring they are effective, business-aligned, and delivering high-impact People solutions.
• Establish best-in-class HRBP frameworks, processes, and practices that scale with the business and drive consistency across teams.
• Partner closely with People & Culture COEs (Talent Acquisition, Total Rewards, Talent Development, and People Operations) to ensure seamless execution of People strategies across the US.
• Champion a people-first, data-driven approach, ensuring People Partners leverage analytics to influence business decisions and workforce planning.
• Act as a key escalation point for complex employee relations, leadership challenges, and organizational changes.
• Serve as a key thought partner and advisor to senior executives, helping them scale teams, build leadership capability, and drive business outcomes.
• Develop and implement strategies that support innovation, high performance, and rapid organizational growth.
• Act as a coach, driving leadership development, organizational design, succession planning, and organizational effectiveness at the highest levels.
• Lead organizational design initiatives, ensuring the right structures, capabilities, and leadership align with business priorities.
• Partner with Finance and business leaders to drive workforce planning, headcount management, and talent investments.
• Drive cultural transformation initiatives, reinforcing a high-performance, inclusive, and innovation-driven workplace.
• Partner with senior executives to embed culture into business strategy, ensuring measurable impact across hiring, leadership development, and retention.
• Champion employee engagement and well-being programs, leveraging data-driven insights to enhance organizational health and effectiveness.
• Shape internal communications and initiatives that strengthen belonging, recognition, and career satisfaction across the company.
• Own and drive Zeta’s US talent strategy in partnership with Total Rewards, Talent Acquisition, Talent Development, and People Operations to build integrated, data-driven talent solutions.
• Design and oversee enterprise-wide leadership development programs, enabling managers and executives to lead effectively at scale.
• Partner to lead performance management transformation, ensuring accountability, continuous feedback, and career growth frameworks align with company objectives.
• Act as the primary bridge between People & Culture and the business, ensuring seamless execution of HR programs that drive growth and operational efficiency.
• Oversee HR compliance and risk management, working closely with Legal and leadership teams to ensure proactive and strategic employee relations practices.
• Develop and utilize HR analytics and workforce metrics to influence business decisions, predict trends, and drive continuous improvements.

Preferred Qualifications

• Master’s degree a plus.