VP of People

ABOUT THE JOB

A rapidly scaling, high growth start up, RADAR recently announced our $170 million Series B and $1 billion valuation. We are seeking a VP of People to lead RADAR’s people function, through this inflection point, and beyond. 

This is a build-and-scale role, requiring strategic and hands-on engagement. We're looking for a VP of People who has built before. Someone who has owned a people function through real growth, put the infrastructure in place, with a track record of making the people function a source of competitive advantage.

Reporting to the SVP of Corporate Operations, this person will sit on the leadership team as a peer and strategic partner to the business. We want someone who will challenge us, bring bold ideas, and help us build the kind of company people are proud to be part of and is a place people love to work.

Responsibilities:

Build and Lead the People Function

• Own the full people function: people strategy, people ops, talent acquisition, people partnering, employee relations, total reward, performance management, and talent development
• Build and lead and grow a high-performing people and talent team, establishing clear roles and a culture of speed, accuracy, and employee-first service
• Build the core HR infrastructure and programs for RADAR, ensuring they are  simple, scalable, and built for how we actually work, with an eye to supporting RADAR’s growth into its next chapter and beyond: performance management, calibrations, goal-setting, development planning, and comp cycle execution
• Partner with the CEO and SVP of Corporate Operations to evolve RADAR’s compensation philosophy and total rewards strategy, owning comp cycle execution.
• Optimize and oversee HRIS, payroll administration, benefits programs, and HR data integrity, ensuring employees have a reliable, self-service-friendly infrastructure
• Ensure compliance across multi-state employment law and requirements across our four offices

Drive Talent Density

• Raise the hiring bar across all functions and scale a recruiting operation that attracts exceptional people
• Build the performance and development frameworks to identify, grow, and retain top performers, and accelerate development for RADAR’s employees
• Build and lead a manager enablement and upskilling program that strengthens leadership capability across a distributed, hybrid workforce
• Design retention strategies that are proactive, not reactive, using data to spot flight risk and engagement trends early
• Lead succession planning and identify leadership gaps before they slow execution

Partner with the Leadership Team

• Partner with leaders across all teams, including hardware, software, product and customer facing teams, aligning people strategy to business outcomes
• Serve as a trusted peer and coach to the leadership team; bring a point of view and push us toward the best decisions
• Partner with the SVP of Corporate Operations and cross-functional leaders on headcount planning, org design, and workforce capacity
• Use people data to identify trends, risks, and opportunities and inform decisions
• Represent the people function in strategic planning conversations with the clarity and credibility that earns a real seat at the table

ABOUT YOU

Required:

• 10+ years in people, HR, or a closely related function, with at least 3-4 years owning the full people function [as the most senior people leader in the organization]
• High-growth startup experience is required; you have scaled through at least one significant funding milestone (Series A to B or B to C)
• Demonstrated experience building high-performance teams and setting up the culture, systems, and frameworks for leaders and managers to do the same
• Experience across multiple people disciplines: people partnering, talent acquisition, total rewards, and/or L&D
• Experience at an integrated hardware/software or product-led company with a proven track record developing, retaining, and motivating technical talent
• Demonstrated experience operating across distributed, multi-site workforces 
• A builder's mindset; you're energized by creating infrastructure from scratch
• Exceptional communicator who tailors messages to stakeholders from board members to new hires
• Comfortable operating with autonomy in a fast-moving environment where priorities shift and speed matters
• Thrives in a high-standards, low-ego culture and brings that same environment to the teams and leaders you work with, driving fairness and consistency across RADAR

Preferred:

• Experience building or scaling total rewards programs, including equity administration
• HRIS experience (e.g., Rippling, BambooHR, Workday)
• Candidates who have taken a non-traditional path to people leadership welcome; demonstrated ability to bring operational rigor and creative problem-solving to the function is a differentiator here

WHAT YOU'LL DO

In your first 30 days, you will:

• Learn RADAR's mission, technology platform, and core values, and start forming your own perspective on what the culture should become
• Meet with your leadership peers, key stakeholders, and the people team to understand priorities, team dynamics, and where the gaps are
• Assess the current state of the people function and get clear on what's working, what isn't, and what needs to be built
• Establish credibility by listening first

In your first 60 days, you will:

• Begin driving core people priorities: manager upskilling and talent optimization
• Further onboarding so every new hire arrives connected to RADAR's mission and ready to contribute
• Start hiring into your open roles and shaping the team you'll build
• Develop your point of view on RADAR's people strategy and begin socializing it with the leadership team
• Identify quick wins and longer-term infrastructure gaps; start sequencing the work

In your first 90 days, you will:

• Own your function fully, operating with independence and accountability
• Present a people strategy roadmap to the leadership team that reflects RADAR's stage, goals, and culture ambitions
• Have established yourself as a trusted peer: someone who challenges the team, brings fresh thinking, and makes us better
• Have a clear plan for talent density, how we hire, develop, and retain the people who will carry RADAR through its next chapter

At RADAR, your base pay is one part of your total compensation package. The expected base salary range for this position is $225,000 - $280,000. Individual pay is determined by work location and additional factors,  including job-related skills, experience and relevant education or training.You will also be eligible to receive other benefits including: equity, comprehensive medical and dental coverage, life and disability benefits, 401k plan,  flexible time off, and paid parental leave. The pay range listed for this position is a good faith and reasonable estimate of the range of possible base compensation at the time of posting. 

Research has shown that women & underrepresented minorities are more likely to read lists of requirements and consider themselves unqualified if they don't meet every single one. This list represents what we're ideally looking for, but everyone has unique strengths & weaknesses, and we hire for strength & potential, not lack of weakness.

Use of artificial intelligence or a LLM such as ChatGPT during the interview process will be grounds for rejection of your application process.