Head of People
- Compensation
- Not disclosed
- Location
- Houston
- Work setup
- Hybrid
- Seniority
- C level
- Employment
- Full time
- Experience
- 10+ years
- Category
- Hr
- Posted
Skills
Must have
- • 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, serving as a close partner and advisor to that leader.
- • Experience supporting an hourly, industrial, or multi-site field workforce in addition to corporate or technical employee populations, with comfort handling the realities of operating-site employee
- • Strong working knowledge of U.S. employment law, with hands-on experience managing complex employee relations matters and terminations.
- • Demonstrated coaching skills, with a track record of coaching managers and employees.
- • High emotional intelligence and sound judgment under pressure.
- • Strong business acumen and an ownership mindset, with comfort operating in ambiguous, low-structure, fast-paced environments.
- • Proven ability to lead organizational change and manage resistance to change.
- • Experience building or overseeing core HR infrastructure, including compensation, benefits, HRIS, and compliance programs, whether personally or through a team.
- • Experience presenting people data and analysis to executive leadership, with comfort supporting board or investor reporting.
- • Excellent written, verbal, and executive-level communication skills.
Nice to have
- • Formal coaching certification (e.g., ICF or equivalent).
- • SHRM-SCP, SPHR, or equivalent HR certification.
- • Experience with HRIS upgrades.
- • Experience with workers' compensation, OSHA, or EHS partnership in an industrial, manufacturing, or energy environment.
- • Multi-state employment law experience
- • Experience supporting international workforce expansion.
- • Experience as a company's first or founding people leader, building a function from limited existing structure.
- • Experience supporting M&A diligence or integration from a people/HR perspective.
- • Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field, or equivalent practical experience.
Full description
Vaulted is a waste management company that removes carbon. We take organic waste that can pollute our environment above ground and safely inject it ultra deep underground—permanently removing carbon from the atmosphere while protecting local land, air, and water. Vaulted is based in Houston, San Francisco, and Kansas.
With a growing team of 70+ people across the country, Vaulted signed the second largest carbon removal offtake ever with Microsoft in July 2025 and is rapidly expanding to new sites.
Vaulted's proprietary technology builds on decades of expertise to deliver safe, durable carbon and waste management solutions now, at scale.
Position Summary
Vaulted Deep is hiring a strategic, business-minded people leader to build and lead its people function as the company scales from Series A through Series B and beyond. Reporting directly to the CEO and sitting on the leadership team, the Head of People will shape Vaulted Deep's culture and talent strategy, serve as a trusted advisor to the CEO and executive team, and build a people function spanning the full employee lifecycle. The successful candidate will have the opportunity to define what a high-performing people function looks like for a fast-growing, multi-site organization.
People Strategy, Culture & Executive Partnership
- Partner with the CEO to define and operationalize a holistic people philosophy, translating company mission, vision, and values into tangible people strategy, programs, and day-to-day practices.
- Serve as a trusted strategic advisor to the CEO and executive team on organizational design, talent, and culture, bringing independent judgment and sound business instincts to key decisions.
- Own the ongoing evolution of company culture. Develop people metrics and dashboards to make organizational health measurable and track progress.
- Prepare people-related materials and analysis on a monthly and quarterly basis for the leadership team and board.
•
Organizational Development & Workforce Planning
- Conduct ongoing organizational assessments to confirm the company has the right talent in the right roles, partnering with leaders to identify and close capability gaps.
- Partner with functional leaders to evaluate team structure, levels, and headcount needs over a multi-year horizon, accounting for planned expansion into additional operating sites.
- Evaluate and manage leveling frameworks, career pathways, and individual development plans (IDPs) that support internal mobility and promotion readiness.
- Lead organizational design and change management initiatives — including restructures and new-site stand-ups — proactively anticipating and managing sources of resistance.