Vice President, People
About the Role
We are searching for a VP People to lead Archer Review’s People strategy and execution through the next stage of growth. This leader will serve as a trusted advisor to the CEO, CFO, and executive team, helping the business make thoughtful, data-informed decisions about organization design, talent, leadership effectiveness, workforce planning, culture, and operating priorities.
Given the stage of the business, this is a hands-on executive role for a builder who can set the strategic People agenda while ensuring the operational fundamentals are strong. The VP People will create scalable systems, processes, and rhythms that improve talent density, manager effectiveness, employee engagement, organizational clarity, compliance, and business execution.
Location
This is currently a fully remote position with potential for in-office work in the future. We are looking for candidates in the Austin, Texas or Northern Virginia areas, with plans to establish an office in one of those locations in the future.
Compensation
The base salary range for this role is $185-200k annually, with bonus potential.
What you'll do
Develop and execute a People strategy aligned to company growth priorities, financial goals, operating model, and culture.
Serve as a trusted advisor to the CEO, CFO, and executive team on organization design, talent decisions, leadership effectiveness, workforce planning, and sensitive people matters.
Establish a clear People operating model, including clear expectations, roles and responsibilities, and consistent operating rhythms with executives and business leaders.
Lead workforce planning and hiring governance, including headcount planning, role prioritization, funnel visibility, hiring-manager accountability, and alignment with budget and business priorities.
Own talent acquisition strategy across the business, including recruiting processes, employer brand, candidate experience, offer strategy, and retention of critical talent.
Oversee core People operations, including benefits, HRIS, employee lifecycle processes, employee data integrity and vendor management
Design and scale performance management practices, including goal-setting, review cycles, feedback mechanisms, documentation standards, and accountability systems.
Strengthen manager effectiveness through practical tools, enablement, coaching, communication rhythms, and clear expectations for leading teams.
Own compensation and total rewards strategy in partnership with Finance, including compensation philosophy, job architecture, salary bands, benefits strategy, pay equity considerations, and reward governance.
Advance employee engagement and culture priorities by gathering actionable insights, identifying themes, improving communication loops, and ensuring visible follow-through from leadership.
Champion an inclusive, high-accountability culture rooted in trust, empathy, feedback, continuous learning, and strong business execution.
Manage sensitive workplace matters with sound judgment, discretion, empathy and a strong understanding of legal and employee relations best practices.
Ensure adherence to employment laws, compliance requirements, documentation standards, and risk-management practices across a distributed multi-state workforce.
Partner with Finance and executive leadership to connect People decisions to business performance, resource allocation, budget discipline, and long-term growth planning.
Build the People infrastructure required for the company’s next stage of growth, including M&A and integration frameworks and processes.
About you
Demonstrable and deep experience in senior people/HR leadership roles, partnering with executive teams and engaging with the Board.
Experience building or scaling People functions in a growth-stage, PE-backed organization
Demonstrated ability to partner with CEOs, CFOs, and executive teams on workforce planning, org design, leadership effectiveness, and sensitive people decisions.
Strong command of core People operations, including performance management, talent acquisition, compensation & benefits, employee relations, compliance and people technology/tooling.
Experience building and leading the People strategy for fully remote teams.
Excellent communication, judgment, discretion, and executive-influence skills.
Bonus Points
Experience in ed-tech, healthcare, or test prep
Experience leading people work streams of M&A and integration work
Our Benefits
Comprehensive medical, dental and vision insurance for employees and their families
Flexible & encouraged PTO
Company HSA contribution of $90/month for eligible plans
Company-paid life insurance and disability coverage
401(k) with company match (100% match on first 3%, 50% match on the next 2%)
Archer Review is an equal opportunity employer. We welcome applications from candidates of all backgrounds and experiences.
Please note that as part of our standard hiring process, the company conducts background checks with the candidate’s consent, consistent with applicable local, state, and federal laws. For roles based in or performed in Austin, Texas, background checks are initiated only after a conditional offer has been made, in accordance with the City of Austin Fair Chance Hiring Ordinance.
We are searching for a VP People to lead Archer Review’s People strategy and execution through the next stage of growth. This leader will serve as a trusted advisor to the CEO, CFO, and executive team, helping the business make thoughtful, data-informed decisions about organization design, talent, leadership effectiveness, workforce planning, culture, and operating priorities.
Given the stage of the business, this is a hands-on executive role for a builder who can set the strategic People agenda while ensuring the operational fundamentals are strong. The VP People will create scalable systems, processes, and rhythms that improve talent density, manager effectiveness, employee engagement, organizational clarity, compliance, and business execution.
Location
This is currently a fully remote position with potential for in-office work in the future. We are looking for candidates in the Austin, Texas or Northern Virginia areas, with plans to establish an office in one of those locations in the future.
Compensation
The base salary range for this role is $185-200k annually, with bonus potential.
What you'll do
Develop and execute a People strategy aligned to company growth priorities, financial goals, operating model, and culture.
Serve as a trusted advisor to the CEO, CFO, and executive team on organization design, talent decisions, leadership effectiveness, workforce planning, and sensitive people matters.
Establish a clear People operating model, including clear expectations, roles and responsibilities, and consistent operating rhythms with executives and business leaders.
Lead workforce planning and hiring governance, including headcount planning, role prioritization, funnel visibility, hiring-manager accountability, and alignment with budget and business priorities.
Own talent acquisition strategy across the business, including recruiting processes, employer brand, candidate experience, offer strategy, and retention of critical talent.
Oversee core People operations, including benefits, HRIS, employee lifecycle processes, employee data integrity and vendor management
Design and scale performance management practices, including goal-setting, review cycles, feedback mechanisms, documentation standards, and accountability systems.
Strengthen manager effectiveness through practical tools, enablement, coaching, communication rhythms, and clear expectations for leading teams.
Own compensation and total rewards strategy in partnership with Finance, including compensation philosophy, job architecture, salary bands, benefits strategy, pay equity considerations, and reward governance.
Advance employee engagement and culture priorities by gathering actionable insights, identifying themes, improving communication loops, and ensuring visible follow-through from leadership.
Champion an inclusive, high-accountability culture rooted in trust, empathy, feedback, continuous learning, and strong business execution.
Manage sensitive workplace matters with sound judgment, discretion, empathy and a strong understanding of legal and employee relations best practices.
Ensure adherence to employment laws, compliance requirements, documentation standards, and risk-management practices across a distributed multi-state workforce.
Partner with Finance and executive leadership to connect People decisions to business performance, resource allocation, budget discipline, and long-term growth planning.
Build the People infrastructure required for the company’s next stage of growth, including M&A and integration frameworks and processes.
About you
Demonstrable and deep experience in senior people/HR leadership roles, partnering with executive teams and engaging with the Board.
Experience building or scaling People functions in a growth-stage, PE-backed organization
Demonstrated ability to partner with CEOs, CFOs, and executive teams on workforce planning, org design, leadership effectiveness, and sensitive people decisions.
Strong command of core People operations, including performance management, talent acquisition, compensation & benefits, employee relations, compliance and people technology/tooling.
Experience building and leading the People strategy for fully remote teams.
Excellent communication, judgment, discretion, and executive-influence skills.
Bonus Points
Experience in ed-tech, healthcare, or test prep
Experience leading people work streams of M&A and integration work
Our Benefits
Comprehensive medical, dental and vision insurance for employees and their families
Flexible & encouraged PTO
Company HSA contribution of $90/month for eligible plans
Company-paid life insurance and disability coverage
401(k) with company match (100% match on first 3%, 50% match on the next 2%)
Archer Review is an equal opportunity employer. We welcome applications from candidates of all backgrounds and experiences.
Please note that as part of our standard hiring process, the company conducts background checks with the candidate’s consent, consistent with applicable local, state, and federal laws. For roles based in or performed in Austin, Texas, background checks are initiated only after a conditional offer has been made, in accordance with the City of Austin Fair Chance Hiring Ordinance.