Head of People

Vaulted Deep

. Define and operationalize Vaulted Deep’s people philosophy, strategy, programs, and practices with the CEO .

Posted 10/21/2026full-timeHouston • United StatesLeadWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in People/HR leadership, focusing on organizational design, talent management, and culture evolution. Proven ability to build and scale HR functions in high-growth environments while ensuring compliance and effective employee relations.

Highest-signal resume keywords

10+ Years Of HR Leadership ExperienceStrong Knowledge Of U.S. Employment LawExperience With HRIS InfrastructureDemonstrated Coaching SkillsExperience Supporting Multi-Site Workforce

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Organizational DesignTalent Acquisition StrategyPerformance Management FrameworksEmployee Relations ManagementWorkforce PlanningSuccession PlanningCompensation DesignHR Metrics DevelopmentChange ManagementHR Compliance Programs

Soft Skills

High Emotional IntelligenceStrong Business AcumenExcellent Communication SkillsJudgment Under PressureCoaching And Mentoring

Tools & Technologies

HRISPeople Metrics DashboardsPerformance Management SystemsLearning And Development ProgramsEmployee Relations Systems

Certifications & Qualifications

SHRM-SCPSPHRICF Coaching Certification

Industry Keywords

High-Growth CompanyIndustrial WorkforceMulti-State Employment LawEHS PartnershipM&A Diligence

About the role

Key responsibilities & impact

Define and operationalize Vaulted Deep’s people philosophy, strategy, programs, and practices with the CEO
Advise the CEO and executive team on organizational design, talent, and culture
Own company culture evolution and develop people metrics and dashboards
Prepare monthly and quarterly people materials and analysis for leadership and the board
Conduct organizational assessments and address capability gaps
Partner with functional leaders on team structure, leveling, career pathways, headcount, and workforce planning
Lead organizational design and change management initiatives, including restructures and new-site stand-ups
Facilitate leadership team effectiveness assessments and engage external coaching or assessment resources
Advise managers on team composition, succession planning, and critical talent decisions
Coach leadership team members and people managers
Improve performance management, goal-setting, feedback, and calibration frameworks
Manage talent acquisition strategy and maintain a consistent hiring process
Build learning and development programs for manager and leader effectiveness
Develop succession plans and leadership pipelines
Enhance total rewards, including compensation, bonus design, equity guidelines, and benefits
Own HR systems, infrastructure, records, and scalable processes
Ensure employment-law compliance across current and future operating locations
Manage HR vendors, brokers, and PEO relationships
Partner with Finance on HR budget planning and management
Handle sensitive employee relations matters, investigations, performance issues, and terminations
Partner with Operations to support field teams across operating sites
Build people practices and employee-relations capabilities for an hourly, multi-site industrial workforce
Partner with Operations and EHS/Safety on workforce safety programs, workers’ compensation, and incident response
Champion fair treatment and career pathways across the organization
Hire, onboard, and lead a small people team
Transition the fractional-led HR function to a permanent people function and determine what to insource or outsource

Requirements

What you’ll need

10+ years of progressive People/HR leadership experience, including senior leadership experience at a venture-backed, high-growth company
Demonstrated success building and scaling a people function through a company’s high-growth period
Direct experience operating in a founder- or CEO-led organization as a close partner and advisor
Experience supporting an hourly, industrial, or multi-site field workforce alongside corporate or technical employee populations
Strong working knowledge of U.S. employment law
Hands-on experience managing complex employee relations matters and terminations
Demonstrated coaching skills and track record coaching managers and employees
High emotional intelligence and sound judgment under pressure
Strong business acumen and ownership mindset in ambiguous, low-structure, fast-paced environments
Proven ability to lead organizational change and manage resistance to change
Experience building or overseeing HR infrastructure, including compensation, benefits, HRIS, and compliance programs
Experience presenting people data and analysis to executive leadership and supporting board or investor reporting
Excellent written, verbal, and executive-level communication skills
Formal coaching certification preferred (e.g., ICF or equivalent)
SHRM-SCP, SPHR, or equivalent HR certification preferred
Experience with HRIS upgrades preferred
Experience with workers’ compensation, OSHA, or EHS partnership in an industrial, manufacturing, or energy environment preferred
Multi-state employment law experience preferred
Experience supporting international workforce expansion preferred
Experience as a first or founding people leader preferred
Experience supporting M&A diligence or integration from a people/HR perspective preferred
Bachelor’s degree in Human Resources, Business, Organizational Psychology, or a related field, or equivalent practical experience preferred
Legally authorized to work in the United States

Benefits

Comp & perks

Comprehensive medical, dental, vision, and life insurance
Flexible workplace with hybrid work options
Generous paid time off
Paid leave options
13 company holidays
Employer-sponsored 401(k) plans with matching contributions
Career growth opportunities within the company and beyond