VP of People

As the VP of People at Dorsia, you will own the People strategy in alignment with our growth objectives. Your role will encompass strategic leadership, performance and development initiatives, culture and engagement strategies, and oversight of People operations. You will partner with C-level executives to advise on organizational design and ensure we are attracting and retaining top talent.

The ideal candidate for the VP of People role at Dorsia should have at least 10 years of experience in People leadership roles, specifically within fast-growth, VC-backed startups. A strong background in organizational design, performance management, and employee development is essential, along with a data-driven mindset and the ability to thrive in a dynamic, ambiguous environment.

At Dorsia, maintaining our company culture during growth is crucial. As the VP of People, you will lead engagement strategies and conduct regular pulse checks and annual surveys to capture employee feedback. Additionally, you will oversee monthly all-hands meetings to foster transparency and connection, working to align every team member with our core values and mission.

Data is integral to the VP of People role at Dorsia. You will leverage analytics to assess the effectiveness of People initiatives, track engagement metrics, and inform strategic decisions regarding team structure and talent acquisition. This data-driven approach helps us create an impactful and positive work environment as we continue to evolve.

Dorsia prioritizes talent development and retention by empowering our VP of People to design robust performance management systems, identify potential leaders early, and implement clear promotion pathways. By utilizing tools like OKRs, PIPs, and quarterly reviews, you will help ensure our employees are supported in their growth and career aspirations.

When discussing your approach to culture development, highlight your strategies for ensuring alignment with the company's core values, such as engaging employees in feedback loops and organizing events that strengthen team bonds. Illustrate your experience in leading initiatives that promote a positive, inclusive environment.

Discuss your process for identifying and addressing performance issues, emphasizing the importance of timely feedback, supportive development plans, and collaboration with team leads. Citing specific instances where you've successfully managed performance concerns will strengthen your answer.

Talk about your experience with various HRIS systems, performance management software, and analytics tools. Explain how these systems have streamlined onboarding, performance reviews, and employee engagement initiatives in your previous roles.

Highlight your method of talent acquisition by detailing your collaboration efforts with hiring managers to align staffing needs with company goals. Discuss how you prioritize diversity and inclusion and the strategies you use to attract top talent within a competitive landscape.

Share your insights on succession planning by explaining how you identify potential leaders within the organization. Discuss the tools or frameworks you've employed to ensure continuity in leadership, such as mentorship programs or internal promotions.

Emphasize your familiarity with labor laws and compliance requirements. Describe how you've worked with cross-functional teams, including Legal and Finance, to ensure that all HR practices adhere to regulations while still supporting the organization's goals.

Provide a specific example of an initiative you've implemented to boost employee engagement, such as pulse surveys or team-building events. Explain the rationale behind the initiative, how you measured success, and the impact it had on the organization.

Share your belief that data-driven decision-making is crucial in HR. Describe examples of how you've analyzed data, such as employee satisfaction scores or turnover rates, to inform and tailor your People strategies effectively.

Discuss your philosophy that prioritizes employee wellbeing as essential for operational success. Provide examples of proactive measures you've taken to create a positive work environment, such as flexible working arrangements or wellness programs.

Anticipate challenges such as rapid scaling or maintaining engagement in a hybrid work environment. Discuss how you would approach these issues with solutions like enhanced communication strategies or investing in employee development to maintain a strong culture.