The VP of People is a strategic HR leader focused on aligning talent, culture, and employee experience with organizational goals.
Also called Head of People Operations, this role prioritizes building adaptive workplace cultures and talent pipelines that support rapid growth. Unlike traditional HR functions centered on compliance, VPs of People design initiatives to foster engagement, leadership development, and cross-border collaboration—critical for companies managing global teams.
Startups and scaling organizations rely on VPs of People to embed HR strategy into business objectives like market expansion or mergers. These executives often oversee diversity initiatives, remote work infrastructure, and data-driven retention programs, directly impacting operational agility and innovation.
While CHROs typically lead broader HR policy and regulatory compliance—especially in legacy corporations—VPs of People emphasize forward-looking workforce planning and cultural cohesion. HR Directors usually handle daily operational tasks, whereas this role balances tactical execution with a long-term vision to future-proof organizations.
Understanding these distinctions clarifies why the VP of People role exists—but how does this leadership position drive measurable impact? Here, we explore the core responsibilities that define this role’s day-to-day influence.
Key responsibilities of a VP of People
The VP of People translates strategic vision into actionable programs that shape organizational culture and workforce success. This role balances operational execution with long-term innovation.
According to Lisa Greenough, VP of People and Culture for Nvoicepay, “New naming conventions don’t just reflect the latest tech trend. Rather, I think these titles reflect real changes in the ways we think about the profession and do our jobs,” said the 30-plus-year HR veteran.
Company culture
The VP of People is the chief architect of organizational culture, designing environments where values like collaboration, innovation, and engagement thrive.
“Something has to fuel engagement–and that is company culture,” Lisa told HR Executive.
Unlike traditional HR roles focused on compliance, this position actively shapes cultural norms through intentional policies and cross-functional alignment.
Talent acquisition and workforce planning
VPs of People design talent strategies that anticipate business needs, from forecasting hiring demands to optimizing recruitment pipelines for global scalability. They prioritize data-driven workforce planning, identifying skill gaps, and aligning hiring efforts with market trends like remote-first roles or cross-border expansion.
Performance management and employee development
This role creates frameworks for continuous feedback, goal alignment, and leadership growth. Tailored development programs—including mentorship systems, upskilling workshops, and career pathing tools—empower employees to adapt to evolving roles. Leadership pipelines are assembled to prepare teams for scaling challenges, ensuring performance metrics align with organizational priorities.
Diversity, equity, and inclusion (DEI) initiatives
Many organizations emphasize DEI as a strategic lever to promote innovation and culture in international business. VPs of People often lead initiatives, such as inclusive hiring practices, equitable promotion pathways, and training programs that foster cross-cultural collaboration.
Employee engagement and retention
“It’s not just about employee perks, though we have those. People here really want to learn.” Lisa adds. “We also have a whole calendar built around learning, wellness challenges, and serving our community.”
Proactive strategies address employee needs in distributed teams through recognition programs, wellness initiatives, and flexible work models. Aligning company resources with workforce expectations reduces attrition and builds loyalty in competitive talent markets.
HR technology and automation
HR operations are streamlined through AI-driven recruitment platforms, HRIS systems, and analytics dashboards. Global payroll, onboarding, and compliance tasks are automated to minimize administrative friction, freeing teams to focus on strategic priorities. Emerging technologies like skills-matching software improve efficiency while providing positive employee experiences.
Compliance and policy development
Balancing legal requirements with empathy, VPs craft policies for global teams that comply with labor laws, data privacy regulations (e.g., GDPR), and remote work standards. Regular audits ensure transparency and alignment with shifting regulations.
Lisa shares her recent experience: “We looked at every policy, discussed our values and the way we wanted to do things, the software we were going to bring in, the kind of events and awards we wanted to have, and even how we were going to run the C3 group and communicate what was going on.”
How a VP of People differs from other HR leadership roles
While HR leadership roles share common foundations, their scope and strategic focus vary significantly. Below, we break down key distinctions that set the VP of People apart in modern, growth-oriented organizations.
VP of People vs. CHRO (Chief Human Resources Officer)
CHROs typically oversee enterprise-wide HR strategy, regulatory compliance, and executive talent management in large or legacy organizations. They often prioritize risk mitigation and governance frameworks.
In contrast, VPs of People focus on scaling agile talent, culture, and employee experience strategies tailored to dynamic environments. While both roles align HR with business goals, the VP of People emphasizes hands-on operational execution—such as building remote-work infrastructure—rather than broad corporate policy.
VP of People vs. HR Director
HR Directors manage daily HR functions like payroll, benefits administration, and employee relations. Their work ensures compliance and operational efficiency.
The VP of People, however, operates at a strategic level, aligning human resources with long-term business objectives like global expansion or digital transformation. For example, while an HR Director might resolve a workplace conflict, the VP of People designs programs to prevent such issues through cultural alignment or leadership training.
Why startups and tech companies need a VP of People
Rapidly scaling startups require HR leaders who can balance agility with structure. VPs of People excel here, using data to forecast hiring needs, optimize remote teams, or pivot retention strategies amid market shifts. Their focus on employee experience—like flexible career paths or equity programs—helps attract top talent in competitive sectors. Unlike traditional HR roles, this position acts as a cultural steward, ensuring rapid growth doesn’t erode workplace cohesion or innovation.
The impact of a VP of People on business success
The VP of People plays a critical role in driving organizational success by aligning talent strategies with business goals. Below are key ways this role influences companies.
- Enhance productivity through employee experience. Research shows that companies aligning employee experience with business goals achieve 20% higher productivity. VPs of People leverage tools like engagement surveys and performance analytics to create environments where employees thrive.
- Global expansion and market entry. When companies expand globally, VPs of People are critical to adapting HR strategies to new markets. They ensure compliance with local regulations while maintaining cultural consistency across regions.
- Boost employee engagement and retention. Disengaged employees account for $8.9 trillion in lost productivity globally, according to Gallup. Naturally, companies with engaged employees experience higher performance compared to those with low engagement levels.
- Strategic partnerships and collaborations. This role often facilitates partnerships with external organizations, such as educational institutions or industry associations, to enhance talent pipelines and stay ahead of labor trends. These collaborations can lead to new business opportunities and access to emerging talent.
- Market differentiation through culture. A strong, well-defined culture can become a competitive differentiator, attracting both top talent and customers. Heads of People Operations ensure that cultural values are embedded in every aspect of the organization, from hiring to customer service.
The VP of People’s role is pivotal in driving business success through initiatives like strategic talent management, cultural alignment, and operational efficiency.
Empowering Heads of People with global talent mobility
Velocity Global empowers VPs of People by providing comprehensive global workforce management solutions, enabling them to efficiently hire, manage, and pay international employees and contractors across over 185 countries. This support includes employer of record (EOR) services, centralized payroll and benefits administration, and expert compliance guidance. Thus, VPs of People can focus on strategic talent initiatives while minimizing operational complexities. Get in touch to learn more.
