About Fabric

The VP of People Operations is a key member of the leadership team, accountable for the development and execution of people strategies that support business objectives throughout the organization. This role focuses on driving improvements to organizational effectiveness, employee engagement, performance management, employee relations and talent management in our organization. The VP plays a critical role in aligning our people, processes and practices to enable optimal execution of the company’s strategic objectives.

• People Strategy: Develop the organization’s people strategy and goals covering workforce planning, talent management and succession planning; identify ways to support this strategy by leading and implementing strategic HR initiatives
• Employee Lifecycle: Manage all aspects of Human Resources across the employee lifecycle: employer branding, sourcing, hiring, onboarding, engagement, performance management, offboarding
• Talent Acquisition: Oversee recruitment efforts to attract, hire, and retain top talent; work with department heads to identify talent needs across the organization, support creation of job descriptions and manage the hiring process
• Employee Relations & Engagement: Champion and foster company values and culture ensuring a positive and productive work environment; oversee employee engagement surveys and drive initiatives to address improvement areas; identify and address employee concerns
• Performance Management: Oversee annual performance appraisal process and ensure that all employees receive regular feedback and development opportunities
• Compensation and Benefits: Define compensation structures and benefit programs to ensure competitive offerings that attract and retain domestic and international employees; update compensation banding, bonuses, equity grants and other benefit offerings; oversee payroll and benefit administration
• Compliance and Legal: Ensure that Fabric adheres to all local, state, federal and international employment laws and regulations, including labor laws, workplace safety, and anti-discrimination policies; oversee employee offer letter templates, policies and procedures, as well as the employee handbook
• Learning & Development: Implement internal training programs that help employees develop skills and grow within the company, incl. leadership development, compliance training, and skill-based training.
• Organizational Development & Change Management: Support organizational change efforts, such as post-merger integration and organizational changes as Fabric grows; ensure internal communication efforts to keep employees aligned with the company’s evolving goals and challenges
• HR Technology & Data: Leverage HR software and data analytics to improve people operations efficiency, streamline HR processes, and make data-driven decisions

Short Term / Long Term Goals

• 3 Months: Get to know all departments within Fabric in order to understand Fabric’s culture, mission, and goals; build strong relationships with key leaders across the organization and assess the current state of HR/People Ops
• 6 Months: Implement strategic HR initiatives that drive employee engagement/retention and address gaps in the current state of People Ops; strategically partner with marketing to develop Fabric’s employer brand
• 12 Months: Scale People Ops process and team to support Fabric’s growth objectives. Drive measurable improvements in employee engagement and other key People Ops metrics