The posting
About the Role Fabric's rapid growth through acquisitions has created a complex, multi-country footprint. As the Vice President of People & Talent, you take full ownership of our People & Talent organization, driving Talent Acquisition, People Operations, People Relations, Total Rewards, and Compliance. Sitting on the senior leadership team, you act as the CEO's primary partner on organizational design and workforce planning while representing our talent strategy directly to the board and investors.
You inherit a team already in motion and lead the work of integrating newly acquired groups into one unified culture across a virtual workspace. Given Fabric's large call-center and hourly workforce, hands-on experience managing that specific population alongside building a formal Employee Relations program is essential, not just preferred. You will transform ad hoc case handling into standardized workflows, navigate high-stakes compliance across the US, Canada, Portugal, and Czech Republic, and pioneer the safe use of AI in our workflows. Your year-one mandate is clear: build a high-trust People organization, eliminate compliance exposure, and ensure our distributed workforce operates under one cohesive culture.
What You'll Do As our Vice President of People & Talent, your primary responsibilities include:
People Strategy & Leadership: Serve on the senior leadership team as an advisor to the CEO on org design, talent strategy, and workforce planning. Lead and develop a People organization spanning Talent Acquisition, People Operations, and People Relations. Represent the People function in board and investor conversations as needed. Own org design and structure decisions as the company scales. Architect and champion a remote-first culture, ensuring high engagement, psychological safety, and clear communication across all time zones and teams. Drive cross-functional alignment and employee engagement by implementing remote working models that actively bring disconnected teams together.
Talent Acquisition: Own hiring strategy and pipeline quality across clinical, corporate, and technical roles. Build proactive sourcing and network-building capability that reaches well beyond inbound applicants. Partner with business leaders on headcount planning and workforce cost management.
People Operations & Total Rewards: Own HRIS, compensation operations, and end-to-end benefits across a multi-country footprint, including plan assessment, selection, administration, broker relationship management, and the strategic management of self-insured benefit plans. Own compensation architecture, including job leveling, salary bands, and equity strategy. Lead the use of AI across People workflows, from sourcing and screening to case intake and people analytics, with clear guardrails for employee data.
People Relations & Compliance: Build and own Fabric's Employee Relations program, with standard workflows, case management, and escalation criteria. Oversee employee relations, investigations, and performance management processes. Keep Fabric compliant with employment law in the US, Canada, and Portugal, including leave, accommodation, and termination processes. Own the employee handbook and policy framework, including working-abroad and other multi-jurisdiction policies.
M&A & Integration: Lead people-side integration for future acquisitions, building on the integrations Fabric has already carried out. Bring acquired teams into one culture, one set of policies, and one way of working, all within a remote company. Build a culture that holds together across a virtual, multi-country workforce, with rituals, communication, and manager practices designed for remote work.
Your First 6 to 12 Months: Align Talent Acquisition and People Operations under your leadership to build a stable, high-trust team. Elevate pipeline quality and sourcing metrics measurably while driving up hiring manager satisfaction. Establish a flawless compliance posture across all jurisdictions, including OWBPA/ADEA-compliant separation agreements and leave processes. Transition the People function into a strategic partner to the CEO and senior leadership team, rather than an operational one.
Why You Might Be a Good Fit You have led a People function as a senior leader with both Talent Acquisition and People Operations reporting to you. You have run People for call-center, hourly, or frontline workforces and know their scheduling, engagement, and compliance realities firsthand. You have built an Employee Relations program from the ground up, not just worked inside one someone else designed. You have integrated acquired teams into one culture in a remote or distributed company, and you know what it takes to build belonging without an office. You already use AI in your own People work and can show where it changed how your team hires, supports, or understands employees. You want a seat at the leadership table and are just as ready to fix the workflow underneath a decision.
This Might Not Be The Right Fit If... You have led People only for salaried, office-based teams and have not worked closely with an hourly or call-center workforce. You prefer to handle employee relations case by case rather than build the program, workflows, and escalation paths behind it. You want a pure strategy seat where a large team carries out the operating work. You would rather lead a stable, single-entity organization than bring teams together across countries and entities. You build culture mainly through in-person time and office rituals, and a remote company feels like a compromise. You are hesitant to integrate AI into workflows, such as sourcing or people analytics, or you struggle to balance new tech adoption with strict data security requirements.
Your Qualifications 10+ years in progressively senior People or HR leadership roles, including direct ownership of Talent Acquisition and People Operations. Direct experience managing call-center, hourly, or frontline workforces, including the scheduling, engagement, and compliance dynamics specific to that population. Experience building an Employee Relations program and its workflows from the ground up. Experience operating across multiple countries or jurisdictions, with US experience required. A track record leading the people side of M&A integration, including bringing acquired teams into one culture in a remote or distributed environment. Command of compensation architecture, benefits strategy, and employment compliance fundamentals. Experience taking an employer from level-funded to self-insured health benefits, including plan assessment and selection, broker management, funding strategy, stop-loss coverage, and plan governance. Hands-on experience applying AI to work, such as case management, or people analytics, and the judgment to govern AI. Proven expertise in designing, scaling, and measuring employee engagement programs specifically for a 100% remote, globally distributed workforce.
Bonus Points Employment experience in Canada and/or Portugal, or comparable international experience. Health tech, healthcare, or other regulated-industry experience. Experience building or scaling a People function after an acquisition.
The national pay range for this role is $180,000.00 – $230,000.00 per year. Actual compensation will be determined by factors such as the candidate's geographic market, experience, skills, and qualifications. Certain roles may also be eligible for additional compensation, including a comprehensive benefits package such as medical, dental, vision, unlimited PTO, and a 401(k) plan, stock options and bonuses. If your compensation requirement is greater than our posted range, please still consider applying; a determination can be made based on unique qualifications. Expected compensation ranges for this role may change over time.
