VP, People & Culture | Remote, USA

VP, People & Culture | Remote, USA page is loaded## VP, People & Culture | Remote, USAlocations : Denver, Colorado : Chicago, Illinois : Dallas, Texas : Salt Lake City, Utah : Houston, Texastime type : Full timeposted on : Posted Yesterdayjob requisition id : 2025-13274The Vice President, People & Culture will be a strategic leader responsible for activating a high-performance, values-aligned culture and enabling talent effectiveness across the organization. As the principal business partner to senior leadership, this role will lead enterprise-wide efforts to embed culture, enhance leadership effectiveness, and optimize talent strategy to meet business goals. The VP will be a thought partner to the SVP of HR and a key voice in shaping the employee experience from onboarding through retention and development.

• This position will be fully remote and can be hired anywhere in the continental U.S.
• How you’ll make an impact
• Serve as a strategic advisor to C-suite and HR leadership on talent strategy, organizational health, and culture.
• Influence senior leaders to foster an environment of performance, inclusion, and engagement.
• Coach and advise senior leaders on organizational design, talent planning, talent effectiveness, and culture stewardship.
• Provide thought leadership on emerging trends in workforce dynamics, inclusion and belonging, and the future of work.
• Partner with global HR teams to ensure consistent talent approaches.
• Drive effective collaboration with COEs on process improvements where applicable.
• Lead the HR Business Partner team to deliver enterprise talent review, succession planning and development plans to build a future-ready leadership pipeline.
• Actively drive the improvement and impact of the HRBP role to deliver aligned, cohesive service and delivery of people priorities in the business.
• Lead the ongoing evolution of the function and build valuable deliverables to tie performance to productivity.
• Innovate and develop new programs and initiatives to meet the needs of the business.
• Lead employee engagement strategy and oversee listening mechanisms (e.g., surveys, focus groups) to gather insights and track progress against action plans.
• Collaborate cross-functionally to develop internal communications, inclusive practices and enhance employee experience.
• Use talent analytics to identify trends and inform workforce planning and leadership readiness.
• Enhance organizational effectiveness through structure, role design, and workforce agility.
• Lead change management and cultural transformation aligned with business strategy.
• Ensure organization design supports growth, scalability, and innovation.
• Act as the Inclusion and Belonging Advisory Board Executive Chair and provide support for our Employee Resource Groups.
• Directly manage the Sr. Inclusion and Belonging team to develop strategy, goals, regional and companywide events and programs.
• Develop analytics and performance metrics, key insights, and content that aligns with our Inclusive core value
• Build and enhance Inclusion and Belonging programming, impact organizational culture, and support assessment efforts.
• Oversee enterprise-wide learning strategy, including leadership development, mentorship programs, career pathways, learning journeys, training and LMS platform management.
• Introduce innovative learning methods-AI-driven, digital, immersive agents that enhance offerings with future skill needs.
• Partner with leaders to embed a culture of learning, mobility, and career growth.
• Manage employee resolutions to ensure employee issues are resolved legally and in accordance with policy and culture.
• Oversee formal investigation and ethics cases, occasionally conducting or directing employment-related investigations of senior leaders in partnership with legal team. Conduct thorough and timely investigations with findings and recommendations. Successfully navigate complex and sensitive situations in accordance with organizational values.
• Edit and publish the employee handbook, code of conduct, conflict of interest and other policies to ensure systemic governance is acknowledged across the organization.
• Lead a global team, managing HR Business Partner, HR Resolutions, Learning and Development, OD, and Inclusion teams.
• Manage the People and Culture budget.
• Act as an integral member of the HR Leadership Team.
• Serve as a member of the Optiv Leadership Group.
• Be an employee and brand ambassador to the organization.
• Embrace a culture of diversity and support company core values.
• Function with a high degree of integrity with an ability to keep information confidential.
• What we’re looking for
• 15+ years of experience in HRBP role, talent development, succession planning, org design, and L&D in complex global environments. A minimum of 5 years demonstrated success leading people leaders of a global HR team.
• Proven success influencing executive leadership and shaping enterprise talent strategies.
• Strong capability in leadership development, HiPo programs, and workforce planning analytics.
• Experience overseeing large-scale learning platforms and digital learning initiatives.
• Entrepreneurial drive, results-oriented, outstanding organizational skills, flexibility, and demonstrated ability to achieve stretch goals in a dynamic environment.
• Ability to develop and implement successful talent and development strategies in a fast-paced, high-growth environment.
• Experience designing, executing, and managing talent strategies with measurable results.
• Proven success managing multiple internal clients with varying needs.
• Advanced people management / leadership skills demonstrating an ability to lead, mentor and develop employees.
• Demonstrated ability to achieve goals through influencing, partnering, leadership maturity and developing productive relationships with senior leadership and line managers across the business.
• Excellent project management skills.
• Superior presentation skills with experience presenting to executives and larger audiences.
• Comfort and competence in the gathering, analysis and communication of data, including benchmarking and compensation metrics and other market trends, to keep company decision makers informed; excellent proficiency with excel and PPT or equivalents.
• Advanced understanding of HR principles, laws, and practices.
• Technical understanding of HR Systems, how they work together and the downstream impact of data quality (Workday experience preferred).
• Bachelor’s degree.
• Salary Range Description
• $195,000.00 - $240,000.00 Annual
• The Hiring Range provided for this role is informed by (but not limited to) various factors including responsibilities of the position, work experience, education / training, internal peer equity, geography, as well as other market influences when extending an offer. The disclosed range has not been adjusted for these factors. This role may also be eligible to participate in a variable incentive-based bonus plan. Optiv offers a comprehensive compensation and benefits package, of which salary is a component.
• Job Application Window
• This position accepts applicants for a minimum of 4 business days after the job posting date and will remain available until an applicant has been selected for the position.
• What you can expect from Optiv
• A company committed to championing Diversity, Equality, and Inclusion through our .
• Work / life balance
• Professional training resources
• Creative problem-solving and the ability to tackle unique, complex projects
• Volunteer Opportunities. “Optiv Chips In” encourages employees to volunteer and engage with their teams and communities.
• The ability and technology necessary to productively work remotely / from home (where applicable)
• EEO Statement
• Optiv is an equal opportunity

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