Senior VP of Human Resources

At VertexOne, helping utilities provide the best customer service experience is what we do. VertexOne is the recognized leader in SaaS platforms for utilities across North America. Through a wide range of innovative services and solutions, VertexOne helps utilities deliver a compelling customer experience; reducing the cost to serve customers, increasing operational efficiency, improving customer satisfaction, and driving utility operations forward. It’s been in the DNA of our people since we started supporting utilities’ customer experience needs over 20 years ago. And that commitment continues to this day.
Our team members are our greatest assets, so we pride ourselves on being ‘Employee First’. As such, we listen to what our employees have to say and find ways to incorporate their ideas into the company. Whether it’s new technology, career development opportunities, or fun events, we find new ways to keep our employees engaged and incentivized to grow within the company. Our employees' well-being—both physical and mental—is a top priority at VertexOne. That's why we foster a 100% remote and flexible environment and encourage work-life balance.
VertexOne is proudly Certified as a Great Place to Work®. Great Place to Work® is the global authority on workplace culture, employee experience, and leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation. VertexOne is dedicated to prioritizing the employee experience and creating an exceptional company culture.


Position Overview:
VertexOne is seeking an SVP, HR to build and lead the full HR function, with performance management serving as a central organizing principle across the business rather than an annual, team-by-team exercise.

The SVP, HR will own the full scope of HR, including payroll, benefits, employment law compliance, employee relations, and HR operations, while ensuring the function operates with discipline, professionalism, composure, and solution-oriented leadership.

Lead the full HR function, including talent, culture, performance management, payroll, benefits, employee relations, and compliance. Create and sustain a performance culture that operates consistently across a 400-person, fully remote organization spanning the U.S., Canada, and India. Establish a goal-setting infrastructure, manager enablement approach, and performance review cycle that drive business decisions and reinforce accountability for commitments and follow-through.

The ideal candidate will be comfortable building systems that extend beyond any single review cycle, serving as the senior-most voice on people strategy, acting as a true strategic partner, and managing the operational details of benefits renewals and multi-state compliance matters. Make informed decisions based on data, facts, and measurable business outcomes. Demonstrate sound professional judgment, objectivity, and balanced decision-making.

This role is designed for an HR leader who can operate beyond compliance and administration, bringing both operational discipline and cultural influence to help build a high-performing organization.

What Success Looks Like (within the first year):
• Designed and implemented a company-wide performance management system, including goal setting, regular check-ins, and calibrated reviews that are useful to the management team, recognize high performance, and identify opportunities for continued growth and development.
• Built a high-performing HR team with clear goals, defined metrics, and accountability standards aligned to those expected across the company.
• Established workforce and performance data, including engagement, attrition, time-to-fill, performance distribution, and manager effectiveness, as a standing input to leadership decisions.
• Provided meaningful insights that support leadership decision-making and drive ongoing engagement and business impact.
• Managed payroll, benefits, and compliance across three countries accurately, on time, and with clear visibility.
• Earned credibility with the ELT as a strategic partner on organizational design, workforce planning, and talent decisions, beyond serving as an administrator of processes.
Essential Job Duties:
Performance Management & Culture
• Design, implement, and continuously improve a company-wide performance management framework, including goal setting, ongoing feedback cadences, and formal review cycles, that applies consistently across all functions and geographies.
• Build manager capability to conduct direct, constructive performance conversations by providing the training, tools, and coaching needed to support consistency at scale.
• Create the infrastructure needed to reinforce accountability and expectations through documented performance data, clear standards, and appropriate follow-through.
• Ensure