VP of People

About the Role: As our VP of People, you will lead GC AI’s People function end-to-end through a period of rapid, sustained scaling. You’ll report to our COO and partner directly with our CEO, Executive Leadership Team, and senior leadership to build the infrastructure, organizational practices, and leadership capabilities GC AI needs for its next phase of growth. This is a builder’s role. You’re joining at an inflection point: GC AI has scaled quickly, and we are building many of the People systems, programs, and operating rhythms needed to support our growth. You’ll inherit strong People and Talent teams and own both functions, setting the strategy, operating model, and priorities for how GC AI attracts, hires, develops, and retains exceptional talent. You’ll also have a leadership team that wants to invest, with significant opportunity to determine what needs to exist, establish the roadmap, and build it. You’ll need to be equally comfortable advising executives on challenging organizational decisions, coaching a manager through a performance issue, designing a compensation framework, and getting into the details of an HRIS implementation. You’ll build the team around you but will also be in a hands‑on leadership role.

What You’ll Do: Quickly assess our current People landscape: team, systems, policies, compliance, manager practices, organizational risks - and build a clear, sequenced roadmap for what GC AI needs now versus later. Own the People function end-to-end, including HR operations, talent, benefits and total rewards, compliance, employee relations and talent acquisition. Hire, build, and manage the People team as we scale. Partner with our CEO, COO, Executive Leadership, and cross-functional partners in Finance, Legal, and functional leaders on organizational design and workforce planning, including headcount, team structure, role clarity, and evolving leadership needs. Coach executives and managers through organizational, performance, and people challenges, while building practical programs that make great management more consistent across the company. Own the Talent function, connecting workforce planning, hiring, leveling, and compensation to create clear guidance and consistent practices for recruiters and hiring managers. Own benefits and total rewards, including open enrollment, PEO and international benefits administration, compensation philosophy, job architecture, leveling, and compensation frameworks. Drive performance management, calibration, feedback, and promotions, connecting performance, leveling, development, and compensation decisions. Lead employee relations, including performance and conduct issues, leaves, accommodations, investigations, and exits, partnering closely with Legal on compliance and risk. Build the foundational programs that help our culture and employee experience scale, including onboarding, manager enablement, and the systems and operating rhythms employees need to succeed. Build scalable infrastructure across immigration and mobility, People reporting and analytics, employee self-service, and HR technology, including evaluating and leading an HRIS migration. Identify and implement practical applications of AI and LLMs across People operations, employee self-service, manager enablement, analytics, and internal workflows. Own the strategy for HRIS and HR operations, ensuring systems and processes scale with the business. What You’ll Bring 12+ years of People/HR experience, including leading or building a People function at a high‑growth technology company - ideally scaling a People function through a similar stage of growth from ~50–300+ employees. Proven ability to build foundational People programs and infrastructure from the ground up, not just operate established systems. Strong experience across compensation and leveling, benefits, performance management, employee relations, and employment compliance. Experience partnering with executives on organizational design, workforce planning, and complex people decisions. Experience building and managing a People team, with a willingness to stay hands‑on while the function is lean. Strong judgment and communication skills, with the ability to coach leaders and navigate sensitive employee situations. A genuine passion for AI - you already use it, experiment with it, and see opportunities to apply it across the People function. Experience supporting distributed or international teams.

Nice to Have: Experience in an AI-native company, or a company selling into legal and legal adjacent personas. A Note On Pace We’re building something new in a once-in-a-generation shift in technology and the legal industry, so we move at a relentless pace. We expect urgency, ownership, and good judgment even when things aren’t perfectly clear. If you need structure and consensus to do your best work, this isn’t the right place for you. If you thrive in ambiguity and growth, work with intensity, and want real responsibility, keep reading. We’re excited to meet you. How We Work Together GC AI is a distributed company with team members across North America, and soon Europe. We believe that because our business is AI, human connection matters more, not less. We invest in bringing people together through our hub model: regular coworking sessions, customer dinners, team and company offsites. If you’re in a location without an office, expect up to 10% travel (and more for customer‑facing roles). Team members in the San Francisco Bay Area and Provo, UT (within 50 miles of the office) work together on Tuesdays, Wednesdays, and Thursdays. As we grow, we plan to establish permanent offices in more hub cities, and we will look to our team members to help build that in‑person culture. We currently hire across the United States and Canada.

Perks & Benefits: We proudly offer the following benefits for our full‑time employees:

Paid Time Off: 15 PTO days + 5 sick days, with opportunities to accrue more