Job description

ABOUT VEHO Veho’s mission is to power the future of commerce by making shopping, shipping and returns seamless for everyone. We are building a modern, end-to-end logistics infrastructure designed entirely for the ever-evolving needs of ecommerce brands and everyday consumers. Powered by next-generation technology and a vertically integrated supply chain, Veho gives brands and their customers unprecedented control over their deliveries and removes the pain from the ecommerce post-purchase experience. We make delivery the ‘extension of the brand’ and leverage it to create deeper loyalty and trust between brands and their customers, driving customer retention and lifetime value. Our rapidly growing client list includes leading consumer brands like HelloFresh, Zara, Macy’s, Sephora, and more. To truly build an iconic company, we strongly believe that our people and values must be aligned with our mission. As such, we take pride in our championship team, merit-based culture. We seek team players who want to compete, win, make an impact and build a legacy, and we reward performance and impact players with generous equity and incredible career growth opportunities. WHY THIS ROLE EXISTS We’re a lean team with a deep understanding of the business. We prioritize speed and quality. We hold a high bar. In 2026, we’re chasing scale aggressively - building new products, resilient systems, a Championship team and world-class operational processes. Our edge isn’t just our obsession with using technology to make shipping the most important part of the commerce experience, it’s our talent. Technology and systems can be copied, talent cannot. If Veho can build and retain the highest performing team in the industry, we will win. And as we scale, we need to ensure that our investments in people translate into measurable business impact and sustainable growth. You will connect how we hire with how we develop people, so that top talent enters, grows rapidly, and raises the performance of everyone around them - always connecting our people investments to business outcomes and ROI. High performers want to work with other high performers, and every internal program either strengthens that standard or lowers it. Your job is to decide and build the key programs needed to attract, keep, and elevate top-tier talent at Veho, in the order they matter most. Exceptional work will be clearly recognized and rewarded, while underperformance will be identified and addressed in weeks rather than quarters. You will directly manage the systems and operations that power this: Total Rewards, Employee Experience, Performance Management, People Systems & AI, and People Analytics. Our Talent Acquisition and People Business Partners teams will be key partners to successfully execute the strategies and systems you develop. You will lead a core team of roughly six people while shaping the team’s structure over time. This is a hands-on, player-coach role: you will need a clear philosophy on talent standards and the willingness to build the programs yourself. WHAT YOU WILL OWN - Talent Quality & Roadmap: Set the priority list for what we build, when, and why. Define clear ways to measure team quality across functions, identify performance gaps honestly, and execute plans to fix them. - Hiring-to-Development Loop: In partnership with our Head of Talent Acquisition, track the quality of new hires, turn onboarding and the first 90 days into an accurate assessment window, and share direct candidate feedback back with your partners in Talent Acquisition to refine our recruiting focus. - Performance & Manager Growth: Design performance reviews, calibration sessions, and clear performance standards. Partner with the People Business Partner team to impelent these, and train managers to spot top performers, challenge them with growth opportunities, and address underperformance early. Success is measured by actual changes in manager behavior, not training completion rates. - Total Rewards: Finalize and maintain our compensation structure, job levels, pay bands, market benchmarking, and merit/promotion guidelines. Oversee employee benefits strategy and vendor management (a compensation specialist will assist with technical execution). - Systems, AI & Analytics: Manage our HRIS, data integrations, and data accuracy. Build the central metric dashboards used by executive leadership, and actively implement AI and automation to eliminate repetitive, manual HR tasks. - Team Leadership: Direct a team of approximately six people across Total Rewards, Employee Experience, People Systems, AI, and Analytics. Handle team design, set operational standards, and work directly alongside your team. WHAT SUCCESS LOOKS LIKE IN YEAR ONE - Optimized Team Structure: Your team is structured efficiently, setting a high standard of execution before asking other departments to raise theirs. - Reliable Data & Reporting: Leadership relies on accurate, trustworthy People metrics that are delivered consistently in monthly business reviews. - Clear Performance Standards: Managers use a shared language for performance, resolving mediocre performance within weeks rather than months. - Targeted Retention for Top Talent: High performers are systematically identified and retained through clear career progression, competitive compensation, leadership exposure, and expanded scope. - Transparent Compensation: The compensation and equity framework is fully published, and recruiters and managers can clearly explain it to candidates and employees. - Automated Workflows: Routine HR tasks are largely automated or AI-driven, freeing up time to focus on talent strategy. QUALIFICATIONS - 8–12 Years of Experience: Strong background in business operations or program management, with a track record of personally designing and launching programs that improved company performance standards. Prior HR experience is a nice to have, if you come from a top talent-density company. - End-to-End Execution: Experience launching major company-wide initiatives from initial concept to completion, both independently and with technical specialists. - Connected Talent Mindset: Ability to see hiring, onboarding, performance reviews, compensation, and offboarding as one continuous loop, with clear examples of how you've fixed broken steps in that process before. - Process Optimization: Proven ability to organize unstructured processes into clear, repeatable routines with defined owners, deadlines, and metrics. - Practical AI & Automation Experience: Hands-on experience building or deploying AI and automation tools to eliminate manual administrative work. - Data & Tech Proficiency: Able to build and analyze metric dashboards, configure HR software, specify integrations, and troubleshoot data discrepancies. - People Management: Experience managing teams of five or more people, including directly resolving performance issues. - High-Growth Environment: Experience working in fast-paced, technology-driven companies where headcount and processes scaled rapidly. THIS ROLE IS NOT FOR YOU IF: - You prefer delegating execution entirely to others; this role directly handles foundational tasks like handbooks, compliance training, internal communication, and monthly metric decks. - You expect a pre-made plan or roadmap rather than creating one from scratch. - You are uncomfortable speaking directly about performance gaps or talent quality issues. - You require a large team or pre-existing enterprise infrastructure to deliver results. - You are looking for a traditional HR or People role. Veho is a growth company that looks for team members to grow with it. No matter the location, or the role, every Veho teammate shares one galvanizing mission: driving commerce forward with a customer-centric delivery experience that's built for the modern era. We live by our leadership principles. We're looking for team members who are: obsessed over the customer, first-principles thinkers, builders at heart, intrinsically driven to win, and owners biased toward action. Join us in building the future of ecommerce logistics and in doing the work of our lifetime! All California applicants, please reference our California Applicant Privacy Notice located here drive.google.com. The pay range is subject to the discretion of the Company. Additionally, Veho offers a competitive equity package, comprehensive medical, dental, and vision coverage, and other benefits such as a 401 (k) and unlimited PTO for exempt-level roles.

Requirements

Must-haves

Talent Quality & Roadmap: Set the priority list for what we build, when, and why. Define clear ways to measure team quality across functions, identify performance gaps honestly, and execute plans to fix them.
Optimized Team Structure: Your team is structured efficiently, setting a high standard of execution before asking other departments to raise theirs.
Reliable Data & Reporting: Leadership relies on accurate, trustworthy People metrics that are delivered consistently in monthly business reviews.
Clear Performance Standards: Managers use a shared language for performance, resolving mediocre performance within weeks rather than months.
Targeted Retention for Top Talent: High performers are systematically identified and retained through clear career progression, competitive compensation, leadership exposure, and expanded scope.
Transparent Compensation: The compensation and equity framework is fully published, and recruiters and managers can clearly explain it to candidates and employees.
Automated Workflows: Routine HR tasks are largely automated or AI-driven, freeing up time to focus on talent strategy.
End-to-End Execution: Experience launching major company-wide initiatives from initial concept to completion, both independently and with technical specialists.
Connected Talent Mindset: Ability to see hiring, onboarding, performance reviews, compensation, and offboarding as one continuous loop, with clear examples of how you've fixed broken steps in that process before.
Process Optimization: Proven ability to organize unstructured processes into clear, repeatable routines with defined owners, deadlines, and metrics.
Practical AI & Automation Experience: Hands-on experience building or deploying AI and automation tools to eliminate manual administrative work.
Data & Tech Proficiency: Able to build and analyze metric dashboards, configure HR software, specify integrations, and troubleshoot data discrepancies.
People Management: Experience managing teams of five or more people, including directly resolving performance issues.
High-Growth Environment: Experience working in fast-paced, technology-driven companies where headcount and processes scaled rapidly.
You prefer delegating execution entirely to others; this role directly handles foundational tasks like handbooks, compliance training, internal communication, and monthly metric decks.
You expect a pre-made plan or roadmap rather than creating one from scratch.
You are uncomfortable speaking directly about performance gaps or talent quality issues.
You require a large team or pre-existing enterprise infrastructure to deliver results.
You are looking for a traditional HR or People role.
Join us in building the future of ecommerce logistics and in doing the work of our lifetime!
All California applicants, please reference our California Applicant Privacy Notice located here https://drive.google.com/file/d/1yvI9KKjVm6YUurqLi_LTQtdh7d0J7Lrd/view?usp=sharing.

Nice-to-haves

None flagged.

Application prep

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Keywords to mirror

Platform: ashby
Effort: quick

Benefits

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Dental

Vision

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