Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.

As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.

More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.

The Director of Global People Operations & Total Rewards exists to design, build, and govern the modern operational backbone of Sonatype’s human capital infrastructure. This role is a strategic intersection of corporate data systems engineering, international compensation architecture, and scalable service delivery. As an M5 leader, you are responsible for transforming the People Operations function from a transactional support mechanism into an automated, high-fidelity business utility that drives organization-wide talent density and unit efficiency.

In this role, you will have absolute ownership over the global tech stack configuration, international total rewards structures, data integrity, and compliance guardrails across our distributed workforce. Operating as the organization’s preeminent compensation and systems authority, you will eliminate structural process noise and equip managers with the self-service tooling required to lead high-performance teams. Your success is measured by the scalability of our corporate operating model, the market competitiveness of our compensation architecture, and the removal of operational friction across the global employee lifecycle.

Key Responsibilities

Global People Operations Strategy & Scale

• Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience.

• Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models.

• Reduce manual operational dependency through automation, process redesign, self-service enablement, and scalable governance models.

• Build operational infrastructure capable of supporting continued company growth, global expansion, and evolving business complexity.

• Partner cross-functionally to improve decision velocity, operational clarity, accountability, and execution consistency across People processes.

• Lead operational readiness and scalability planning associated with organizational transformation initiatives, global growth, and evolving workforce models.

• Support the development of scalable operating practices that reduce organizational friction while increasing speed, consistency, and operational effectiveness globally.

AI, Automation & HR Technology Leadership

• Lead the People function’s AI enablement and automation strategy across HR operations and employee support services.

• Identify, prioritize, and implement opportunities to automate, agentify, or streamline repeatable operational work across the employee lifecycle.

• Drive implementation of scalable manager and employee self-service capabilities.

• Lead roadmap development for AI-enabled HR support capabilities, workflow automation, reporting automation, and operational efficiency improvements.

• Partner with IT, Security, Legal, and enterprise AI leaders to ensure responsible, compliant, and scalable use of AI technologies within HR operations.

• Continuously evaluate emerging HR technologies, AI tools, workflow platforms, and service delivery models to improve organizational scalability and operating leverage.

• Help establish modern operational practices that enable HR to scale efficiently while improving responsiveness, consistency, and user experience.

People Systems, Architecture & Analytics

• Lead global People Systems, Analytics, and HR technology strategy, ensuring scalable architecture, strong governance, and reliable operational infrastructure.

• Own HRIS strategy, systems optimization, integrations, workflow design, data governance, and reporting scalability.

• Drive modernization of HR operational architecture, reducing fragmented workflows, duplicate processes, manual reporting dependencies, and operational inefficiencies.

• Establish scalable reporting and analytics capabilities that enable data-driven decision-making across workforce planning, compensation, engagement, organizational health, and operational performance.

• Partner with Finance and business leaders to improve workforce insights, operational reporting, forecasting, and organizational planning capabilities.

• Ensure operational data integrity, reporting accuracy, and strong governance standards globally.

• Develop scalable systems and operational workflows that support organizational growth without proportional increases in manual support requirements.

Total Rewards Strategy, Architecture & Governance

• Serve as the company’s primary compensation subject matter expert and strategic advisor across global compensation philosophy, architecture, governance, and operational execution.

• Design and scale global compensation frameworks, including job architecture, leveling, salary structures, market benchmarking, pay governance, and compensation planning processes.

• Lead annual compensation planning, including merit cycles, promotions, market adjustments, equity considerations, and compensation decision support.

• Provide analytical modeling and executive guidance related to workforce investment decisions, compensation tradeoffs, organizational scalability, and talent differentiation.

• Partner closely with Finance and executive leadership on compensation budgeting, workforce planning, operating leverage, and organizational design considerations.

• Ensure compensation programs are scalable, analytically grounded, operationally executable, and aligned with evolving business and talent strategies.

• Oversee global benefits strategy and administration in partnership with external vendors and regional stakeholders.

Global People Operations Delivery

• Oversee global payroll, benefits administration, employee lifecycle operations, and core People Operations processes across regions.

• Ensure operational excellence, compliance, accuracy, and scalability across all foundational HR delivery functions.

• Lead vendor strategy and governance across payroll, benefits, HR systems, and operational service providers.

• Continuously improve service delivery models, operational efficiency, employee experience, and cycle time reduction.

• Build operational resilience, redundancy, and scalable support models across the People Operations function.

• Drive operational governance, documentation, and process discipline to improve consistency, reduce rework, and strengthen execution quality globally.

Leadership & Cross-Functional Partnership

• Lead, develop, and scale a high-performing global People Operations, Total Rewards, Systems, and Analytics organization.

• Build strong operational discipline, accountability, prioritization, and execution consistency across the function.

• Partner closely with Finance, Legal, IT, Security, and executive leadership to align People infrastructure with broader business and transformation priorities.

• Act as a strategic advisor on organizational scalability, operational effectiveness, workforce infrastructure, and People-related transformation initiatives.

• Support enterprise-wide transformation priorities through strong program management, operational governance, and execution leadership.

• Influence organizational simplification efforts by helping improve operational clarity, scalable governance, decision support, and sustainable ways of working across the People function.

Qualifications

• Experience leading global People Operations, Total Rewards, HR systems, and operational infrastructure in a complex, global environment.

• Demonstrated experience modernizing, scaling, or rebuilding HR operational architecture, systems, workflows, and service delivery models.

• Deep compensation expertise required, including experience leading compensation strategy, job architecture, leveling, salary structures, market benchmarking, and annual compensation planning processes.

• Must be capable of operating as the senior compensation subject matter expert for the organization, including providing strategic guidance, analytical modeling, governance, and operational leadership without a dedicated internal compensation team.

• Strong experience leading HR technology strategy, HRIS optimization, systems implementation, workflow automation, operational process redesign, and data governance initiatives.

• Experience driving automation, AI enablement, self-service strategies, or digital transformation initiatives within HR or enterprise operations strongly preferred.

• Strong operational leadership experience across payroll, benefits, compliance, employee lifecycle operations, and global service delivery.

• Demonstrated ability to simplify complexity, reduce operational friction, and build scalable operational models in growing organizations.

• Strong analytical, systems-thinking, and problem-solving capabilities.

• Strong cross-functional leadership and stakeholder management skills across executive, technical, and operational teams.

• Experience operating in high-growth, transformation-oriented, or rapidly scaling environments preferred.

• Strong program management, prioritization, and execution leadership skills.

• Ability to balance strategic transformation work with operational execution and day-to-day delivery accountability.

Things that we are proud of

2025 AI Compliance Solution of the Year - AI Breakthrough Awards

2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology

2024 Industry Leader in Forrester-Wave for Software Composition Analysis (2024 Q4 report)

2023 Fast Company Best Places for Innovators

2023 Gartner’s Magic Quadrant

2023 Software Report’s Top 100 Software Companies

2023 BuiltIn Best Places to Work

2022 Frost & Sullivan Technology Innovation Leader Award

2022 PeerSpot Silver Peer Award in Software Composition Analysis

2022 Tech Ascension Best DevOps Security Solution Award

2022 NVCT Cyber Company of the Year

Company Wellness Week - We shut down company operations for a week to enable all employees to pursue personal growth and enjoy a much-needed and deserved rest.

Paid Volunteer Time Off (VTO)

At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Company Overview

Teachstone is the leader in improving interactions that matter most for children’s learning and development. Through research-based tools, professional development, and technology solutions, Teachstone helps organizations measure and strengthen the quality of interactions that drive better outcomes for educators and children.

Teachstone is actively evolving toward a more scalable, technology-enabled platform, including investments in digital delivery, data infrastructure, and AI-enabled insights.

As Teachstone, a 200-person organization, enters a critical phase of growth, the company is undertaking an important organizational and business transformation to expand its impact, accelerate innovation, and evolve toward a more scalable, technology-enabled platform.

The Opportunity

This is a defining executive leadership opportunity for a transformational people leader who thrives at the intersection of strategy, organizational performance, people operations and human-centered leadership. Reporting directly to the CEO, the Chief People Officer (CPO) will serve as Teachstone’s senior people executive and thought partner to the CEO, executive leadership team, and Board of Directors. They will provide insight and overall direction for Human Resources functions across the entire employee life-cycle through oversight of the day-to-day management of the people operations team, talent acquisition, performance management, employee engagement and development, benefits and compensation strategy and management and oversight of the team’s human resources information and capital management systems.

Key Responsibilities

• Lead People Strategy and Culture Team: Oversee HR business partnership, employee relations, benefits, and compliance, ensuring a strong foundation for consistent staff development, engagement  and execution of the people strategy that supports the organization’s mission, vision and values.

• Workforce Planning & Organizational Design: Lead strategic workforce planning to ensure the organization has the staffing capacity and skills to support the evolving strategy; using people analytics, partner with Teachstone’s leadership teams to make data-informed decisions.

• Organizational Effectiveness & Transformation: Partner with the CEO and executive team to strengthen organizational mission alignment by evaluating and transforming company structures; Lead the design of the company’s operating model including decision rights and execution rhythms.

• Talent Strategy & Leadership Development: Develop and execute a company-wide talent strategy to include, but not limited to, staffing and skills assessments, leadership development, succession planning, and championing equitable access to career development opportunities. Partner closely with the CEO on executive hiring and leadership effectiveness. This role requires an enterprise mindset and the ability to connect people strategy directly to business performance, organizational transformation, workforce modernization, and long-term company strategy.

• Performance & System Accountability: Design, implement and manage performance management systems that reinforce clear expectations, measurable outcomes, and leadership accountability aligned to Teachstone’s operating model; Oversee human resources information systems to ensure data accuracy and manage cross-departmental operational efficiency

2026 Strategic Priorities for Role

1. Enterprise Transformation & Change Leadership: Lead enterprise-wide transformation initiatives that strengthen organizational clarity, accountability, execution discipline, and long-term organizational effectiveness. Partner with executive leadership to operationalize decision-making, governance, prioritization, and change adoption across the organization.

2. Workforce Modernization & AI Readiness: Build organizational readiness through thoughtful communication, workforce planning, leadership alignment, and upskilling initiatives that position technology as a driver of innovation, growth, and employee success.

3. Leadership Development & Organizational Effectiveness: Strengthen leadership effectiveness, accountability, and organizational alignment through clear operating expectations, leadership coaching, decision-right clarity, performance discipline, and scalable management practices.

4. Compensation, Governance & Workforce Strategy: Lead compensation philosophy, executive compensation strategy, workforce planning, and governance practices that are equitable, competitive, and aligned with organizational priorities. Partner with Finance and Legal leadership to support long-term sustainability.

5. Employee Experience & Culture: Cultivate a culture grounded in trust, accountability, collaboration, and leadership consistency by strengthening organizational communication, role clarity, employee listening, and manager effectiveness.

6. Strategic Partnership & Organizational Growth: Serve as a strategic advisor to the CEO, executive leadership team, and Board on organizational effectiveness, workforce strategy, succession planning, operating model evolution, and enterprise transformation priorities.

Key Outcomes

• Strengthened Leadership Capability: Ensure leadership teams can execute company strategy by strengthening management effectiveness, executive alignment, and the ability to guide teams through ongoing change.

• Accountable, Scalable Organization: Establish structures and performance systems that promote clarity of roles, measurable outcomes, and effective decision-making through defined KPIs, decision rights, and performance cadences.

• Talent Aligned to Strategic Growth: Ensure the organization has the leadership talent and workforce structure required to support Teachstone’s evolving business model, aligned directly to revenue, product, and impact priorities.

Leadership Profile

Teachstone seeks a leader who can move the organization forward while remaining grounded in trust, inclusion, accountability, and human connection. The ideal candidate balances strategic leadership with operational execution, advising senior leaders and Boards while coaching managers and solving complex organizational challenges hands-on.

Required qualifications:

• 15+ years of progressive leadership across HR, People Strategy, Organizational Effectiveness, or Transformation functions
• Recent experience as a Chief People Officer, CHRO, Head of HR, or equivalent senior People executive in a small to mid-sized organization
• Deep expertise in compensation strategy, workforce planning, HRIS management, governance, compliance, and organizational effectiveness
• Demonstrated success building high-trust, people-centered cultures that strengthen engagement, retention, and performance. Proven ability to lead workforce modernization, AI adoption, and reskilling initiatives
• Executive presence and communication skills that inspire confidence with Boards, Compensation Committees, executive teams, employees, and external stakeholders, including the ability to effectively represent Teachstone at conferences, industry events, and in strategic partnerships
• Experience partnering with Boards and/or Compensation Committees on executive compensation and workforce strategy
• Experience with mergers, acquisitions, organizational integrations, or enterprise restructuring
• Strong technology acumen, including workforce analytics and AI-enabled HR tools
• Exceptional executive communication, relationship-building, and change leadership skills, with demonstrated ability to build trusted executive partnerships through candor, sound judgment, courage, and strategic influence
• Demonstrated success leading and scaling people strategy for a remote-first or distributed organization.
• Education, EdTech, mission-driven, nonprofit, or highly regulated environments

What We Offer

• Compensation: We ensure equal pay for equal work using consistent, market-aligned salary bands.The salary range for this role is $225,000 - $255,000

• Executive Incentive Plan: This role is eligible for an annual performance bonus, aligning your success with the long-term growth of Teachstone.

• Comprehensive Benefits: High-quality medical/dental/vision, 401(k) with company match, and flexible PTO.

• Executive Development: We invest in our leaders through dedicated professional development stipends and executive coaching.

Why This Role Matters

This role offers the opportunity to help shape the future of Teachstone by building an organization that combines purpose, innovation, and high performance in service of improving outcomes for educators and children.

Commitment To Equity and Inclusion

At Teachstone, we encourage all individuals to apply and bring their unique perspectives to our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, or any other characteristic protected by law. We value the different experiences and ideas our team members bring and believe they are essential to solving complex challenges and driving our mission forward. Opportunity to shape a high-impact organization at scale, influencing outcomes for millions of children and educators globally.

Company Overview

Teachstone is the leader in improving interactions that matter most for children’s learning and development. Through research-based tools, professional development, and technology solutions, Teachstone helps organizations measure and strengthen the quality of interactions that drive better outcomes for educators and children.

Teachstone is actively evolving toward a more scalable, technology-enabled platform, including investments in digital delivery, data infrastructure, and AI-enabled insights.

As Teachstone, a 200-person organization, enters a critical phase of growth, the company is undertaking an important organizational and business transformation to expand its impact, accelerate innovation, and evolve toward a more scalable, technology-enabled platform.

The Opportunity

This is a defining executive leadership opportunity for a transformational people leader who thrives at the intersection of strategy, organizational performance, people operations and human-centered leadership. Reporting directly to the CEO, the Chief People Officer (CPO) will serve as Teachstone’s senior people executive and thought partner to the CEO, executive leadership team, and Board of Directors. They will provide insight and overall direction for Human Resources functions across the entire employee life-cycle through oversight of the day-to-day management of the people operations team, talent acquisition, performance management, employee engagement and development, benefits and compensation strategy and management and oversight of the team’s human resources information and capital management systems.

Key Responsibilities

• Lead People Strategy and Culture Team: Oversee HR business partnership, employee relations, benefits, and compliance, ensuring a strong foundation for consistent staff development, engagement  and execution of the people strategy that supports the organization’s mission, vision and values.

• Workforce Planning & Organizational Design: Lead strategic workforce planning to ensure the organization has the staffing capacity and skills to support the evolving strategy; using people analytics, partner with Teachstone’s leadership teams to make data-informed decisions.

• Organizational Effectiveness & Transformation: Partner with the CEO and executive team to strengthen organizational mission alignment by evaluating and transforming company structures; Lead the design of the company’s operating model including decision rights and execution rhythms.

• Talent Strategy & Leadership Development: Develop and execute a company-wide talent strategy to include, but not limited to, staffing and skills assessments, leadership development, succession planning, and championing equitable access to career development opportunities. Partner closely with the CEO on executive hiring and leadership effectiveness. This role requires an enterprise mindset and the ability to connect people strategy directly to business performance, organizational transformation, workforce modernization, and long-term company strategy.

• Performance & System Accountability: Design, implement and manage performance management systems that reinforce clear expectations, measurable outcomes, and leadership accountability aligned to Teachstone’s operating model; Oversee human resources information systems to ensure data accuracy and manage cross-departmental operational efficiency

2026 Strategic Priorities for Role

1. Enterprise Transformation & Change Leadership: Lead enterprise-wide transformation initiatives that strengthen organizational clarity, accountability, execution discipline, and long-term organizational effectiveness. Partner with executive leadership to operationalize decision-making, governance, prioritization, and change adoption across the organization.

2. Workforce Modernization & AI Readiness: Build organizational readiness through thoughtful communication, workforce planning, leadership alignment, and upskilling initiatives that position technology as a driver of innovation, growth, and employee success.

3. Leadership Development & Organizational Effectiveness: Strengthen leadership effectiveness, accountability, and organizational alignment through clear operating expectations, leadership coaching, decision-right clarity, performance discipline, and scalable management practices.

4. Compensation, Governance & Workforce Strategy: Lead compensation philosophy, executive compensation strategy, workforce planning, and governance practices that are equitable, competitive, and aligned with organizational priorities. Partner with Finance and Legal leadership to support long-term sustainability.

5. Employee Experience & Culture: Cultivate a culture grounded in trust, accountability, collaboration, and leadership consistency by strengthening organizational communication, role clarity, employee listening, and manager effectiveness.

6. Strategic Partnership & Organizational Growth: Serve as a strategic advisor to the CEO, executive leadership team, and Board on organizational effectiveness, workforce strategy, succession planning, operating model evolution, and enterprise transformation priorities.

Key Outcomes

• Strengthened Leadership Capability: Ensure leadership teams can execute company strategy by strengthening management effectiveness, executive alignment, and the ability to guide teams through ongoing change.

• Accountable, Scalable Organization: Establish structures and performance systems that promote clarity of roles, measurable outcomes, and effective decision-making through defined KPIs, decision rights, and performance cadences.

• Talent Aligned to Strategic Growth: Ensure the organization has the leadership talent and workforce structure required to support Teachstone’s evolving business model, aligned directly to revenue, product, and impact priorities.

Leadership Profile

Teachstone seeks a leader who can move the organization forward while remaining grounded in trust, inclusion, accountability, and human connection. The ideal candidate balances strategic leadership with operational execution, advising senior leaders and Boards while coaching managers and solving complex organizational challenges hands-on.

Required qualifications:

• 15+ years of progressive leadership across HR, People Strategy, Organizational Effectiveness, or Transformation functions
• Recent experience as a Chief People Officer, CHRO, Head of HR, or equivalent senior People executive in a small to mid-sized organization
• Deep expertise in compensation strategy, workforce planning, HRIS management, governance, compliance, and organizational effectiveness
• Demonstrated success building high-trust, people-centered cultures that strengthen engagement, retention, and performance. Proven ability to lead workforce modernization, AI adoption, and reskilling initiatives
• Executive presence and communication skills that inspire confidence with Boards, Compensation Committees, executive teams, employees, and external stakeholders, including the ability to effectively represent Teachstone at conferences, industry events, and in strategic partnerships
• Experience partnering with Boards and/or Compensation Committees on executive compensation and workforce strategy
• Experience with mergers, acquisitions, organizational integrations, or enterprise restructuring
• Strong technology acumen, including workforce analytics and AI-enabled HR tools
• Exceptional executive communication, relationship-building, and change leadership skills, with demonstrated ability to build trusted executive partnerships through candor, sound judgment, courage, and strategic influence
• Demonstrated success leading and scaling people strategy for a remote-first or distributed organization.
• Education, EdTech, mission-driven, nonprofit, or highly regulated environments

What We Offer

• Compensation: We ensure equal pay for equal work using consistent, market-aligned salary bands.The salary range for this role is $225,000 - $255,000

• Executive Incentive Plan: This role is eligible for an annual performance bonus, aligning your success with the long-term growth of Teachstone.

• Comprehensive Benefits: High-quality medical/dental/vision, 401(k) with company match, and flexible PTO.

• Executive Development: We invest in our leaders through dedicated professional development stipends and executive coaching.

Why This Role Matters

This role offers the opportunity to help shape the future of Teachstone by building an organization that combines purpose, innovation, and high performance in service of improving outcomes for educators and children.

Commitment To Equity and Inclusion

At Teachstone, we encourage all individuals to apply and bring their unique perspectives to our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, or any other characteristic protected by law. We value the different experiences and ideas our team members bring and believe they are essential to solving complex challenges and driving our mission forward. Opportunity to shape a high-impact organization at scale, influencing outcomes for millions of children and educators globally.

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About Nabis

Nabis is the #1 licensed cannabis wholesale platform in the world, supplying $1B+ worth of cannabis products annually from hundreds of brands to retailers across California, New York, and Nevada. Our mission is to empower the world to discover cannabis by providing choice, access, and innovation. Through modern, scalable infrastructure, our mission is to empower the world to discover cannabis by providing choice, access, and innovation.

We’re at the forefront of this movement, building an innovative, technology-first platform to scale the entire cannabis industry. Backed by Y Combinator and investors, including DoorDash Co-Founder Stanley Tang, NFL Hall of Famer Joe Montana, Gmail creator Paul Buchheit, and Twitch co-founder Justin Kan, Nabis is rapidly expanding across the U.S. with the goal of becoming the largest and most influential cannabis distribution network globally.

About the Role

We’re hiring a VP People to lead our People function end-to-end. We want a leader who can do that hands-on while also showing up with the executive presence to be a real partner to the President, the operations leadership team, and the rest of the executive bench.

This is a player-coach role in the most literal sense. You will lead a small team and develop them, but you will also be deep in the work yourself: making the hard ER calls, owning the systems, closing critical hires, getting on the warehouse floor, and standing in the room when a manager needs to be coached through a tough conversation. We are not looking for a strategist who delegates execution. We are looking for an operator with the gravitas to lead.

If your instinct is to build a deck before you build the team, this is not your seat. If your instinct is to spend your first month walking the warehouses, sitting with managers, fixing the broken process you find on day three, and then bringing a sharp point of view to the executive team — keep reading.

Responsibilities:

• The function and the team. Assess where the People team is today, decide what it needs to become, and build it. Coach the team you keep, hire what’s missing, and set the bar for how this function operates inside Nabis.
• Employee relations across an hourly, multistate workforce. High-volume ER work is the reality of this role. Investigations, performance management, terminations, accommodations, and workers’ comp claims — owned with sound independent judgment, and used as the on-ramp to coach our managers into handling more of this themselves over time.
• Multistate compliance, with California depth. Filings, leave administration, wage and hour, classification, and the state-specific employment law footprint of a CA-heavy operator. Cannabis-industry compliance familiarity (or the appetite to learn it fast) is a plus.
• Recruiting outcomes across hourly, operations, and corporate roles. You’ll set the strategy and you’ll be hands-on for critical hires, We don’t need a VP People who has only managed TA from a distance.
• Warehouse and operations partnership. Build a real working relationship with our warehouse and logistics leaders. Spot people issues before they become incidents. Develop manager capability on the floor. Co-own workplace safety and workers’ comp programs alongside ops.
• Benefits, payroll, and total rewards. Vendor management, open enrollment, payroll operations, and the day-to-day employee experience. With rescheduling reshaping what’s possible (401(k), banking, benefits design), you’ll have a real opportunity to upgrade what we offer.
• Systems. HRIS, ATS, and the supporting stack — configuration, reporting, integrations. You can do this work yourself when you need to, and you know when to bring in implementation help versus when to just go.
• External partners. Brokers, EORs, employment counsel, safety consultants. Manage them like an operator, not a coordinator.
• Cross-functional people projects. Compensation reviews, policy rollouts, handbook updates, org changes, and post-acquisition integration work. Scope, drive, and land them.

What the First 12 Months Look Like

• Months 1–3: Listen, diagnose, and start moving. On the floor in the warehouses. In 1:1s with corporate managers and the exec team. Embedded with the People team you inherit. You leave this stretch with a clear, defensible point of view on what’s working, what’s not across both sides of the house, and your top three priorities — and you’re already executing on the most urgent.
• Months 3–6: Function reshaped, fundamentals tightened. You build the People team to match where the business needs support. ER caseload under control with a real triage model that works for both hourly and corporate populations. A recruiting machine producing across hourly, operations, and corporate roles at the volume the business needs. Compliance posture audited end-to-end and gaps closed.
• Months 6–12: Capability built, voice earned. Manager capability is noticeably stronger across the warehouse network and corporate teams — people leaders are running better 1:1s, handling their own tough conversations, and developing their people. Benefits and total rewards refresh in flight. Systems stack rationalized. You’re a trusted voice in the executive room on talent, org design, and people strategy — not just the function leader who shows up when something breaks.

Qualifications

• 12+ years in HR/People roles, with meaningful time inside a logistics, distribution, manufacturing, or similarly operationally heavy company. If your career has been salaried-knowledge-worker companies only, this isn’t the right seat.
• Direct experience supporting hourly and warehouse workforces at scale. You know what it means to manage ER volume, workers’ comp claims, and high-turnover hourly recruiting — not in theory, but because you’ve done it.
• Multistate compliance experience, with California depth strongly preferred. Cannabis industry experience is a plus but not required; comfort operating in a complex, fast-changing regulatory environment is required.
• Operator first, strategist second. This role is roughly 70% execution, 30% strategy, and you should want it that way. You build the deck because you’ve already built the thing.
• Executive presence to match. You can hold the room with the President, push back on the executive team when you need to, and be the senior voice managers and employees turn to in hard moments. Doing the work and showing up as a leader are not in tension for you.
• Builder mindset. You’ve taken a People function from informal/under-built to mature at least once. You know how to assess what’s there, keep what’s good, and rebuild what isn’t — without breaking the business while you do it.
• Hands-on recruiting chops. You’ve personally run searches end-to-end at some point. You can still close a candidate yourself when it matters.
• Tech-fluent. You can own HRIS and ATS configuration, reporting, and integrations directly. You don’t need IT or a vendor to make the system do what you need it to do.
• Comfortable with high autonomy and ambiguity. You set direction without heavy oversight, and you don’t wait for permission to fix what’s broken.

Compensation & Benefits:

• Unlimited PTO and paid holidays Competitive salary and equity packages.
• Base Salary: $220K–$250K range
• Additional compensation: Equity + bonus available, but dependent on job level
• Medical/Dental/Vision offered to all full-time employees
• 401(k) plan with a match.

Nabis is an Equal Opportunity Employer

*Nabis is seeking to create a diverse work environment because all teams are stronger with different perspectives and life experiences. We strongly encourage women, people of color, LGBTQIA individuals, people with disabilities, members of ethnic minorities, foreign-born residents, older members of society, and others from minority groups and diverse backgrounds to apply. We do not discriminate on the basis of race, gender, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. All employees and contractors of Nabis are responsible for maintaining a work culture free from discrimination and harassment by treating others with kindness and respect.*

Our Story

Launched in 2015, Solde Janeiro is a globally recognized, award-winning beauty brand, drawing inspiration from Brazil’s beauty rituals, warmth, and spirit. Solde Janeirodelivers a sensory experience beloved by multi-generational consumers worldwide, with clinically proven results, transformative textures, and transportive fragrances.

Headquartered in New York and launched as a digitally native brand, we have expanded globally with teams in Paris, London, and Germany. Our commitment to excellence has earned high-profile honors, including being named one of TIME1 00’s 2024 Most Influential Companies, Fast Company’s 2024 World’s Most Innovative Companies, and WWD Beauty Inc’s Power Brands of 2024, underscoring its leadership in the beauty industry and outstanding workplace. These accolades highlight our dedication to being a leading brand in the beauty industry and an exceptional workplace.

What You’ll Do

The Vice President of People Experience is a hands-on and highly capable HR leader responsible for ensuring that all people operations run seamlessly, efficiently, and in full alignment with the company’s goals and values. Reporting directly to the Chief Financial and Operating Officer, this role oversees the full spectrum of HR, from recruiting and onboarding to compliance, compensation, and performance management, ensuring consistent and high-quality employee experience at every stage.

The ideal candidate combines operational rigor with strong people instincts. You bring structure to scaling organizations, streamline processes, and strengthen HR foundations that enable the business to perform at its best. You thrive in a fast-paced environment, lead with clarity and empathy, and view HR not as a back-office function, but as a core business enabler.

The successful candidate must have proven, hands-on experience in designing and implementing HRIS platforms and compensation & benefits programs suitable for the company’s size and maturity, ensuring scalability and data integrity.

This role will work closely with majority stakeholders to ensure alignment on people strategy, governance, and key initiatives, while advocating for and representing the needs and priorities of the Sol de Janeiro bran

What You’ll Be Working On

People Strategy & Workforce Planning

• Develop and lead the company’s workforce planning strategy, ensuring alignment with business growth, organizational design, and budget targets
• Design and implement talent sourcing strategies to attract and retain top talent across all functions and regions
• Establish and maintain succession planning frameworks for critical roles, including leadership pipeline development
• Partner with Finance and executive leadership on headcount planning, organizational modeling, and long-term people strategy
• Oversee the design and evolution of job architecture, pay grades, and compensation frameworks to ensure scalability and internal equity

Operational Leadership

• Oversee all day-to-day HR operations, including talent acquisition, onboarding, HRIS, compensation and benefits administration, performance management, employee relations, and compliance
• Lead HRIS strategy and execution, including system selection, implementation, and optimization to enable accurate reporting and streamlined processes
• Design and execute scalable global compensation and benefits frameworks, leveraging market insights and analytics to ensure competitiveness and pay equity
• Build and lead a high-performing HR operations and business partnering team that provides excellent service and guidance to leaders and employees
• Implement efficient, data-driven processes and systems that support scalability and accuracy
• Maintain HR systems integrity and reporting dashboards for headcount, turnover, engagement, and compliance
• Partner with Legal and Finance to ensure adherence to employment laws, audits, and policy governance across all locations
• Manage employee relations matters with professionalism, confidentiality, and balanced judgment

Business Partnership & Execution

• Partner with the CFOO and executive global leaders to ensure organizational structures, staffing plans, and workforce data align with business objectives and budgets
• Translate company goals into actionable plans, setting timelines, milestones, and accountability
• Deliver insights through HR metrics and analytics to guide decision-making on headcount, retention, and organizational health
• Lead the design and execution of performance management and appraisal systems, including goal-setting frameworks, evaluation criteria, and review cycles
• Ensure consistent and effective performance evaluation processes across teams, enabling clear accountability and development
• Establish appropriate HR controls and governance mechanisms to ensure consistency, compliance, and data integrity across people processes
• Oversee compensation and benefits programs, including benchmarking, annual review processes, and pay equity
• Oversee executive compensation programs, including equity and long-term incentive plans, in partnership with Finance and leadership

Employee Experience & Culture

• Ensure that policies and practices are both compliant and reflective of the company’s values and culture
• Drive engagement, development, and recognition programs that enhance connection and retention
• Foster open communication, fairness, and consistency across all levels of the organization
• Model integrity, collaboration, and accountability, setting the tone for a culture of trust and performance
• Lead the development and execution of a global HR communications strategy, ensuring clarity, transparency, and consistency across the employee lifecycle
• Oversee the design and administration of the annual employee engagement survey, including insights, action planning, and leadership alignment

Team Management

• Manage a global team of 5–7 HR professionals
• Connect with global investor group and provide reporting on an as-needed basis
• Hire and develop the team with best practices and new capabilities

Must Haves

• 15+ years of progressive HR experience, with demonstrated strength in HR operations, employee relations, and people systems
• Proven track record of implementing HRIS platforms and compensation and benefits programs in high-growth, multi-country environments
• Experience in beauty brands, consumer goods, retail, or other high-growth, product-driven industries strongly preferred
• Deep knowledge of HR compliance, compensation administration, and process design
• Skilled in HRIS management, reporting, and data-driven decision-making
• Strong interpersonal and communication skills with the ability to influence at all levels
• Demonstrated ability to balance operational discipline with empathy and agility
• Calm and collected under pressure, with the ability to lead confidently and maintain clarity in a fast-paced, entrepreneurial environment
• Bachelor’s degree in human resources, Business Administration, or related field required; advanced degree or HR certification preferred

Success in This Role Looks Like

• HR operations that run smoothly, efficiently, and consistently across all teams and locations
• Clear, accurate workforce reporting and analytics that inform business decisions
• High employee satisfaction with HR processes, communication, and responsiveness
• A culture of fairness, engagement, and accountability
• Strong partnership and trust between HR, Finance, and Operations leadership
• Strong, effective partnership with the majority stakeholder, ensuring clear alignment on people strategy, reporting, and governance, while preserving the agility and distinct culture of the Sol de Janeiro brand.

Salary Range

$250,000—$285,000 USD

Why Sol de Janeiro?

• Competitive salary and bonus program for full-time team members
• Flexible hybrid work environment with opportunities for collaboration and growth
• Inclusive culture that values diverse perspectives and celebrates individuality
• The chance to be part of a fast-growing, award-winning global beauty brand

The information contained herein is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee, as these may change or new ones may be assigned at any time.

Sol de Janeiro is committed to diversity and inclusion in the workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

Requests for accommodation due to a disability or any other protected characteristic can be made at any stage of the recruitment process and during employment by contacting our People Experience Team at careers@soldejaneiro.com.

https://soldejaneiro.com/pages/privacy-policy-sol-de-janeiro