Vice President

Role: Vice President of People
Location: New York City — Hybrid (three days per week in office)

About LRN
LRN is the world’s leading dedicated ethics and compliance SaaS company, helping more than 30 million people every year navigate complex regional and global regulatory environments and build ethical, responsible cultures. With over 3,000 clients across the US, EMEA, APAC, and Latin America—including some of the world’s most respected and successful brands—we’re proud to be the long-term partner trusted to reduce organizational risk and drive principled performance.
Named one of Inc Magazine’s 5000 Fastest-Growing Companies, LRN is redefining how organizations turn values into action. Our state-of-the-art platform combines intuitive design, mobile accessibility, robust analytics, and industry benchmarking—enabling organizations to create, manage, deliver, and audit ethics and compliance programs with confidence. Backed by a unique blend of technology, education, and expert advisement, LRN helps companies turn their values into real-world behaviors and leadership practices that deliver lasting competitive advantage.
The Opportunity
We are seeking an exceptional Vice President of People to serve as a strategic leader across our global People & Culture organization and the broader business.
This is a high-impact opportunity for a business-minded People executive who can operate at the intersection of people, strategy, culture, and execution. As a trusted partner to the Chief People Officer and executive leadership team, the VP of People will help translate company strategy into clear organizational priorities, scalable people practices, and consistent execution across North America, EMEA, and APAC.
The VP of People will bring broad experience across People Operations, Talent Management, and Talent Acquisition. They will partner closely with established functional leaders across these areas, creating alignment across the employee lifecycle while supporting each leader’s continued growth and success.
The ideal candidate will be strategic enough to help shape the future, operational enough to drive execution, and credible enough to influence senior leaders across a complex global organization.
What You’ll Do

- Partner with the Chief People Officer to develop and execute a global people strategy aligned with the company’s business objectives and growth plans.

- Serve as a trusted advisor to the CPO, executive leadership team, and senior business leaders on organizational, talent, leadership, and cultural matters.

- Align leaders across People Operations, Talent Management, and Talent Acquisition around shared priorities, operating rhythms, and accountability.

- Provide strategic guidance, coaching, and support to experienced People leaders while respecting clear functional ownership.

- Lead organizational design, workforce planning, succession planning, talent reviews, and organizational effectiveness initiatives.

- Strengthen global approaches to performance management, career development, internal mobility, and leadership development.

- Provide strategic oversight of global People Operations, including policies, systems, employee relations, compensation, benefits, compliance, and the overall employee experience.

- Partner with Talent Acquisition leadership on workforce planning, executive hiring, global talent-market dynamics, and other business-critical talent priorities.

- Help ensure Talent Acquisition, Talent Management, and People Operations work together to deliver a connected employee experience.

- Provide strategic oversight of global employee engagement, culture, retention, and organizational health across a geographically and culturally diverse workforce.

- Provide sound judgment and guidance on complex employee matters, investigations, restructurings, and organizational change.

- Use people analytics and business data to identify trends, inform decisions, and measure the effectiveness of People programs.

- Build scalable global People practices while balancing enterprise consistency with regional business, cultural, and regulatory requirements.

- Surface organizational risks and opportunities, lead high-priority cross-functional initiatives, and ensure appropriate follow-through on the CPO’s priorities.