Director, People

At Zevia, we’re creating a world of better-for-you flavor—better for people and the planet. Our team is made up of courageous challengers and tenacious builders who are passionate about our mission. We’re solutions-oriented, always improving, and we operate with a healthy thirst for risk. We believe in staying true to our convictions while continuously learning and evolving.

At our core, we are people-centric. We care deeply, lead with empathy, and operate as one team—no egos, just a shared purpose. We strive to reflect the diversity of our consumer base within our organization and foster a culture of empathy and humility.

Together, we aim to impact global health, provide affordable better-for-you products, and protect the planet by reducing plastic.

We’re fighting the good fight to change the beverage industry for the better — and we’re just getting started.

In partnership with the General Counsel & VP, People, the Director, People leads and executes the People strategy at Zevia PBC, overseeing the full employee lifecycle for both US and CAN workforce —from talent acquisition and onboarding through development, engagement, and offboarding.

This role owns day-to-day People operations while driving key initiatives across talent acquisition, organizational development, performance management, and employee experience. The Director partners closely with leaders across the business to build high-performing teams, strengthen leadership capability, and ensure alignment with Zevia’s values and business priorities.

As a strategic and hands-on leader, the Director provides guidance on all people-related matters, leveraging data, tools, and best practices to drive engagement, talent outcomes, and organizational effectiveness. In collaboration with the General Counsel & VP, People this role also supports the continued development of Zevia’s employer brand and best-in-class People practices.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This is a supervisory position. 

• Directs all aspects of talent acquisition, from employer branding and recruitment to interviewing and hiring across every organizational level.
• Guides strategic planning for teams and talent, collaborating closely with the VP, Legal & People on succession plans, leadership growth initiatives, and organizational preparedness.

• Works closely with the PEO and internal legal teams to oversee Canadian and US Handbooks, as well as update organizational policies.
• Guarantees effective handling of all training-related communications within the company (to include safety and risk trainings and documentation).
• Addresses Zevia LOA correspondence and participates in related discussions.
• Supports related People/HR audits and SOX controls.

• Sets and guides agenda items for People department team meetings.
• Analyzes compensation data related to 10k and Proxy reports.
• Conducts engagement surveys and coordinates special events, as necessary.

• Serves as the organization's learning advocate by promoting practices aimed at enhancing team effectiveness, systems thinking, personal mastery, employee engagement, and ongoing improvement. Leads quarterly training initiatives across the organization.
• Oversees organizational performance review processes, including 90-day, mid-year, and annual evaluations.
• Works closely with senior leadership and department heads to assess people needs and ensure alignment with the organization's long-term mission and goals within the People function.
• Develops strategies and plans for the People team that support overall business objectives.

• Oversees day-to-day employee relations matters, escalating issues to the General Counsel & VP, People as necessary.
• Maintains and organizes all required documentation pertaining to employee relations.
• Serves as the liaison for Management coaching on employee relations issues.

• Exhibits advanced emotional intelligence and well-developed interpersonal abilities.
• Capable of working autonomously with limited guidance or oversight.
• Possesses strong analytical and problem-solving capabilities.
• Demonstrates a clear understanding of business operations and strategy, effectively utilizing talent management processes and tools to advance strategic objectives.
• Shows consistent personal initiative and urgency in driving results, delivering outcomes even when faced with challenges.
• Thrives in a collaborative and dynamic team setting.
• Displays proven coaching expertise and the ability to influence stakeholders.

• 6–10 years of HR experience. This is a hands-on role. We are looking for someone who will be able to execute day-to-day operations while providing strategic input.
• Bachelor’s degree in business administration, Human Resources, Organizational Development, Psychology, or a related field, preferred.
• Experience working with or within a Professional Employer Organization (PEO).
• Familiarity with Applicant Tracking Systems (Greenhouse preferred).
• Experience supporting HR operations within a public company environment, preferred.
• Familiarity with B Corp principles and consumer packaged goods (CPG) industry practices strongly, preferred.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is occasionally required to sit; climb or balance; and stoop, kneel, crouch or crawl. The employee must frequently lift and/or move up to thirty (30) pounds and occasionally lift and/or move up to fifty (50) pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Full Time, Exempt 

Ad hoc business travel, as required (10%). 

Must be eligible to work in the U.S.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

We are committed to providing equal employment opportunities for all qualified job candidates and employees. To that end, Zevia maintains a workplace free of discrimination and harassment on the basis of an individual’s race (including traits historically associated with race, such as hair texture and protective hairstyles such as braids, locks, and twists), color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical condition), gender (including gender identity, gender expression, change of sex, and transgender status), sexual orientation, sexual and reproductive health decisions, height, weight, age, any physical or mental disability (including gender dysphoria or similar gender-related conditions), medical condition, national origin, ancestry, marital status (including registered domestic partnership, civil union, or any other partnership status), familial status, caregiver status, military or veteran status (including unfavorable discharge from military status), genetic information, genetic testing, predisposing genetic characteristics, caregiver status, order of protection status, work authorization status, citizenship status, immigration status, conviction record or history, arrest record, pre-employment marijuana testing, credit history, salary history, Civil Air Patrol status, status as a victim of domestic violence, assault, or stalking, or any other characteristic protected by applicable local, state, or federal law (each, a “Protected Characteristic”).