Job Description
At VertexOne, helping utilities provide the best customer service experience is what we do. VertexOne is the recognized leader in SaaS platforms for utilities across North America. Through a wide range of innovative services and solutions, VertexOne helps utilities deliver a compelling customer experience; reducing the cost to serve customers, increasing operational efficiency, improving customer satisfaction, and driving utility operations forward. It’s been in the DNA of our people since we started supporting utilities’ customer experience needs over 20 years ago. And that commitment continues to this day.
Our team members are our greatest assets, so we pride ourselves on being ‘Employee First’. As such, we listen to what our employees have to say and find ways to incorporate their ideas into the company. Whether it’s new technology, career development opportunities, or fun events, we find new ways to keep our employees engaged and incentivized to grow within the company. Our employees' well-being—both physical and mental—is a top priority at VertexOne. That's why we foster a 100% remote and flexible environment and encourage work-life balance.
VertexOne is proudly Certified as a Great Place to Work®. Great Place to Work® is the global authority on workplace culture, employee experience, and leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation. VertexOne is dedicated to prioritizing the employee experience and creating an exceptional company culture.
VertexOne is seeking an SVP, HR to build and lead the full HR function, with performance management serving as a central organizing principle across the business rather than an annual, team-by-team exercise.
The SVP, HR will own the full scope of HR, including payroll, benefits, employment law compliance, employee relations, and HR operations, while ensuring the function operates with discipline, professionalism, composure, and solution-oriented leadership.
Lead the full HR function, including talent, culture, performance management, payroll, benefits, employee relations, and compliance. Create and sustain a performance culture that operates consistently across a 400-person, fully remote organization spanning the U.S., Canada, and India. Establish a goal-setting infrastructure, manager enablement approach, and performance review cycle that drive business decisions and reinforce accountability for commitments and follow-through.
The ideal candidate will be comfortable building systems that extend beyond any single review cycle, serving as the senior-most voice on people strategy, acting as a true strategic partner, and managing the operational details of benefits renewals and multi-state compliance matters. Make informed decisions based on data, facts, and measurable business outcomes. Demonstrate sound professional judgment, objectivity, and balanced decision-making.
This role is designed for an HR leader who can operate beyond compliance and administration, bringing both operational discipline and cultural influence to help build a high-performing organization.
What Success Looks Like (within the first year):
• Designed and implemented a company-wide performance management system, including goal setting, regular check-ins, and calibrated reviews that are useful to the management team, recognize high performance, and identify opportunities for continued growth and development.
• Built a high-performing HR team with clear goals, defined metrics, and accountability standards aligned to those expected across the company.
• Established workforce and performance data, including engagement, attrition, time-to-fill, performance distribution, and manager effectiveness, as a standing input to leadership decisions.
• Provided meaningful insights that support leadership decision-making and drive ongoing engagement and business impact.
• Managed payroll, benefits, and compliance across three countries accurately, on time, and with clear visibility.
• Earned credibility with the ELT as a strategic partner on organizational design, workforce planning, and talent decisions, beyond serving as an administrator of processes.
Essential Job Duties:
Performance Management & Culture
• Design, implement, and continuously improve a company-wide performance management framework, including goal setting, ongoing feedback cadences, and formal review cycles, that applies consistently across all functions and geographies.
• Build manager capability to conduct direct, constructive performance conversations by providing the training, tools, and coaching needed to support consistency at scale.
• Create the infrastructure needed to reinforce accountability and expectations through documented performance data, clear standards, and appropriate follow-through.
• Ensure high performance is recognized and that opportunities for improvement are addressed through a fair, consistent, and well-documented process.
• Partner with the CEO and ELT to translate company values into specific, observable behaviors that are reinforced through hiring, promotion, and recognition decisions.
• Own the data layer behind performance, including ratings distribution, correlation with business outcomes, manager-level patterns, and insights into where the culture is succeeding and where it needs continued focus.
• Lead the goal-setting cadence, quarterly planning, mid-cycle check-ins, and year-end calibration process to ensure company priorities and individual goals remain aligned.
HR Leadership & Team Management
• Build, lead, and develop the HR team across talent, total rewards, HR operations, and employee relations.
• Set clear goals and metrics for the HR function, with accountability standards consistent with those expected across the rest of the company.
• Serve as a full member of the ELT, contributing a people and organizational perspective to business strategy as a strategic partner.
• Represent HR in board-level conversations as needed, including workforce composition, retention risk, leadership bench strength, and culture health.
Talent Strategy & Workforce Planning
• Partner with functional leaders on organizational design, including role definition, span of control, and build, buy, or develop decisions as the company scales.
• Own the talent acquisition strategy and ensure hiring practices reinforce the performance culture from day one, beyond simply filling open roles.
• Partner with Finance on headcount planning, compensation strategy, and people-cost forecasting.
• Build succession planning and leadership development practices for critical roles.
Total Rewards, Benefits & Payroll
• Own payroll processing and accuracy across the U.S., Canada, and India, including platform ownership, such as Dayforce, and vendor relationships.
• Manage the full benefits lifecycle, including plan design, open enrollment, vendor management, renewals, and employee communications.
• Ensure compensation structures are competitive, internally consistent, and aligned to the performance framework so pay decisions reflect performance and impact.
• Lead benchmarking efforts to keep total rewards programs market competitive.
Compliance & Employee Relations:
• Maintain compliance with federal, state, provincial, and local employment laws across the U.S., Canada, and India, including FLSA, FMLA, ADA, EEO, COBRA, and ERISA in the U.S. and equivalent frameworks in Canada and India.
• Own the employee handbook, HR policies, and standard operating procedures, ensuring they remain current and reflective of how the company operates.
• Manage employee relations matters, including investigations, disputes, and potential legal exposure, proactively and with sound judgment, engaging outside counsel when appropriate.
• Serve as the internal expert on multi-jurisdictional employment law as the company scales.
Job Requirements/Qualifications:
• 12+ years of progressive HR leadership experience, including at least five years leading the full HR function, rather than a specialty area, at a company of comparable size and complexity.
• Demonstrated track record of building or transforming performance management systems, including introducing improvements beyond existing processes.
• Experience operating in a fully remote, multi-country environment; experience across the U.S., Canada, and India is strongly preferred.
• Deep operational fluency in payroll, benefits, and employment law compliance; this is not a strategy-only role, and the operational foundation must be sound.
• Direct, data-driven communication style, with the ability to present hard truths to the CEO and board while providing a balanced view of progress and challenges.
• Experience partnering with a CEO and executive team as an initiative-driving strategic partner, beyond merely executing requests.
• Familiarity with HRIS platforms; Dayforce experience is a plus.
• B2B SaaS or technology industry experience preferred.
What VertexOne has to offer:
• Comprehensive medical, dental, vision, disability, life insurance
• Health Savings Account (HSA), Flexible Spending Account (FSAs)
• 401K match
• Flexible PTO
• Employee recognition platform with monetary rewards
• 100% Remote work environment
• Initial work from home stipend
• Leadership/Coaching training programs
• Free access to Bizlibrary for unlimited professional development
• Employee Assistance Program (EAP) with counseling sessions available 24/7
• Health and wellbeing programs
• Paid parental leave
• Employee bonus referral program
• Employee Discount Program
About VertexOne:
VertexOne is the leading provider of cloud-based SaaS software solutions powering the next generation of customer experience for utilities, energy retailers, and energy transition providers.
With over 30 years of experience and more than 350 customers in the cloud, we capitalize on our deep expertise to provide a wide range of innovative solutions for digital transformation, revenue optimization, and data-driven efficiency operations surrounding the customer.
From Customer Information Systems (CIS) and Mobile Workforce Management (MWM) to Electronic Data Interchange (EDI) and Digital Customer Engagement and self-service portals, we empower our customers to deliver a compelling customer experience, reduce costs to serve, increase operational efficiency, and improve customer satisfaction.
For more information on how VertexOne allows you to enhance the digital customer experience, improve revenue management, and leverage data analytics, visit https://www.vertexone.net.
Equal Opportunity Employer:
VertexOne is proud to be an equal opportunity employer. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law.
VertexOne is also committed to providing reasonable accommodation for applicants with disabilities. Individuals who need reasonable accommodation because of a disability for any part of the employment process should ask to speak with a Human Resources representative to request accommodation.
