Head of People

As Veo's Head of People, you will lead our people and talent strategy while serving as an active business leader on the Executive Leadership Team. You will partner closely with the Co-Founders, C-suite, and leaders throughout the company to build the teams, leadership capabilities, and organizational practices that drive ridership, operational performance, and sustainable growth. With your strong business acumen, experience leading People functions in growing organizations, and ability to translate business priorities into action, you will oversee People Operations and Talent Acquisition, strengthen employee engagement and retention, and build scalable systems that improve the employee experience. This role requires to be on-site in Veo's Santa Monica HQ 4 days a week (currently Monday - Thursday). 

Leadership and Business Strategy

• →Serve as an active member of the Executive Leadership Team, contributing to company strategy, business decisions, and execution across functions.
• →Partner with the C-suite and company leaders to identify how organizational structure, leadership effectiveness, talent, and workforce performance can drive ridership and improve business results.
• →Develop and execute a comprehensive people strategy aligned with Veo's short-term and long-term goals, balancing growth, workforce capability, and cost discipline.
• →Lead organizational planning and change management to support expansion, evolving business needs, and effective collaboration across corporate, field operations, and international teams.

Strategic Human Capital Advisory

• →Serve as a trusted advisor to senior leaders on organizational design, workforce planning, talent assessment, and complex people decisions.
• →Coach executives and managers to set clear expectations, provide actionable feedback, address performance concerns, and build accountable teams.
• →Lead performance management, career development, succession planning, and leadership development programs that strengthen management capabilities and prepare future leaders.
• →Use workforce data and business insights to identify talent gaps, assess organizational effectiveness, and recommend measurable improvements.

People Operations and Employee Experience

• →Lead People Operations across the employee lifecycle, including onboarding, employee relations, engagement, retention, and offboarding.
• →Develop and implement employee engagement and retention strategies, translating employee feedback into clear actions and holding leaders accountable for follow-through.
• →Oversee compensation, benefits, and total rewards strategy to attract and retain talent while maintaining internal equity, market competitiveness, and financial discipline.
• →Build consistent policies, processes, and HR systems that support a distributed workforce; partner with Legal and relevant advisors to manage employment compliance and employee relations risks.
• →Drive automation and responsible use of AI to streamline People processes, reduce administrative work, improve data quality, and deliver a more responsive employee experience.

Talent Acquisition

• →Lead Talent Acquisition across corporate, technical, and field operations roles, aligning hiring priorities and recruiting capacity with business needs and workforce plans.
• →Build effective sourcing, screening, and interview processes that improve candidate quality, hiring decisions, and speed of execution.
• →Partner with hiring leaders to define role requirements, prepare interview panels, and maintain consistent hiring standards and accountability.
• →Strengthen Veo's employer brand and candidate experience, and track recruiting performance through quality of hire, time to fill, hiring costs, and retention.

People Team Leadership and Performance

• →Lead, develop, and mentor the People Operations and Talent Acquisition teams, establishing clear priorities, ownership, and service expectations.
• →Manage People function budgets, vendors, and resources to deliver effective programs and scalable support.
• →Develop and report key people metrics to the leadership team, connecting workforce trends and program outcomes to business performance.

• Bachelor's degree in Human Resources, Business Administration, or a related field; advanced degree or relevant HR certification preferred.
• Minimum of 10 years of progressive HR and People leadership experience, including at least 5 years leading a People function or serving in a senior HR leadership role within a high-growth organization.
• Experience supporting a geographically distributed workforce that includes corporate, technical, and hourly field operations teams; international experience preferred.
• Proven ability to operate as a business leader, influence executive decisions, and connect people strategy to operational and financial results.
• Strong expertise in People Operations, Talent Acquisition, organizational design, performance management, leadership development, and total rewards.
• Sound judgment in employee relations, employment compliance, and sensitive personnel matters, with the ability to balance employee needs and business priorities.
• Excellent communication, coaching, and collaboration skills, with the ability to build trust and drive accountability at all levels.
• Strong analytical and project management skills, including experience using HR technology, automation, and data to improve decisions and execution.
• A hands-on leadership approach, resilience in ambiguity, and a strong bias for action and follow-through.