Vice President, People

Montera Infrastructure

. Own and execute Montera's enterprise people strategy in alignment with growth plans and capital deployment .

Posted 10/2/2026full-timeRemote • California • United StatesLead💰 $275,000 - $325,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in developing and executing comprehensive HR strategies aligned with organizational growth, focusing on talent acquisition, employee engagement, and performance management. Proficient in leveraging HR metrics and people analytics to drive data-informed decisions and enhance organizational effectiveness.

Highest-signal resume keywords

Talent Acquisition StrategyEmployee EngagementPeople AnalyticsOrganizational DesignLeadership Development

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce PlanningChange ManagementTotal RewardsHR OperationsEmployee RelationsPerformance ManagementCompensation StrategySuccession PlanningHR Program DevelopmentCompliance with Employment Law

Soft Skills

Excellent CommunicationInfluencing SkillsRelationship BuildingEmotional IntelligenceProfessionalism

Tools & Technologies

HR TechnologyPeople Analytics Systems

Certifications & Qualifications

SHRM-SCPSPHR

Industry Keywords

Data Center IndustryHyperscale FacilitiesColocationMission-Critical FacilitiesPrivate EquityHigh-Growth OrganizationsDigital InfrastructureConstructionEngineeringCapital-Intensive Sectors

About the role

Key responsibilities & impact

Own and execute Montera's enterprise people strategy in alignment with growth plans and capital deployment
Advise executive leadership on organizational design, workforce planning, leadership development, employee engagement, and change management
Build scalable HR programs, policies, systems, governance, and employee lifecycle processes
Lead the People workstream for new site launches, market entries, and acquisitions
Lead organizational effectiveness, succession planning, talent development, and capability initiatives
Establish HR metrics and people analytics for data-driven decisions
Own talent acquisition strategy, workforce planning, sourcing model, hiring priorities, and headcount governance
Set hiring speed, quality-of-hire, and candidate-experience standards
Own employer brand positioning and evaluate recruiting technology, agencies, and vendors
Lead executive and site-leadership searches, including search firm selection, candidate assessment, and executive offer strategy
Design leadership development, onboarding, succession planning, and career development programs
Build performance management frameworks promoting accountability, growth, and continuous feedback
Lead total compensation strategy, job architecture, leveling, salary structures, incentive design, and long-term incentive planning
Oversee compensation, benefits, wellness programs, and leave administration
Partner with Finance and vendors on compensation planning, merit and bonus cycles, benchmarking, and benefits strategy
Ensure pay competitiveness and compliance with pay transparency and pay equity requirements
Define and steward culture across a remote-first corporate team and 24/7 site operations
Own employee experience and retention strategy using engagement and attrition data
Oversee employee relations and workplace investigations
Coach executives and people managers on leadership effectiveness, difficult conversations, and team performance
Oversee HR systems, reporting, people operations, compliance, and operational excellence

Requirements

What you’ll need

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
18+ years of progressive Human Resources leadership experience, including at least 5 years as the most senior People leader in an organization
Direct experience in the data center industry: hyperscale, colocation, or mission-critical facilities
Familiarity with workforce dynamics of construction, commissioning, and 24/7 site operations
Demonstrated success building and scaling People functions within high-growth, private equity-backed, or rapidly evolving organizations
Experience partnering with executive leadership on organizational design, workforce planning, leadership development, and change management
Strong knowledge of talent management, employee relations, total rewards, HR operations, and employment law
Proven ability to develop scalable HR programs, systems, and processes
Experience leveraging HR technology and people analytics
Excellent communication, influencing, and relationship-building skills
Strong business acumen balancing strategic leadership and operational execution
High degree of professionalism, discretion, sound judgment, and emotional intelligence
Additional experience in digital infrastructure, technology, engineering, construction, energy, utilities, or other capital-intensive sectors
Experience within private equity- or infrastructure fund-backed platforms or other high-growth organizations
SHRM-SCP, SPHR, or comparable certification is a plus

Benefits

Comp & perks

Comprehensive health coverage; employer pays 90% of health premiums for employees and dependents
Up to 8 weeks of paid time off per year, including holidays, PTO, and sick time
Up to 8 weeks of paid parental leave after 6 months of employment
401(k) plan with immediate eligibility, no vesting requirement, and employer match contributions up to 6%
Up to $3,500 annual reimbursement for approved courses, certifications, conferences, and professional development
Remote work stipend
Flexible, remote-first work arrangement
Meaningful rewards and autonomy