VP, People Systems & Rewards (Remote) ID-22445
Job Description
At Guild, we believe talent is everywhere and that opportunity should be too. We continue to have our home and headquarters in Denver, but we have embraced a distributed model of working to reach the best talent in the United States. While some roles may require proximity to our Denver office, roles based outside of our Denver office can sit in any of the following 30 states: AZ, CA, CO, CT, FL, GA, ID, IL, KS, MA, MD, ME, MI, MN, MO, NC, NH, NJ, NV, NY, OH, OR, PA, SC, TN, TX, UT, VA, WA, WI and Washington D.C. Please only apply if you are able to live and work full-time in one of the states listed above. State locations and specifics are subject to change as our hiring requirements shift.
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If you are an Internal Candidate, please apply via our Internal Job Board.
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At Guild, we uphold our Core Values in everything we do. Our team emphasizes our Core Values in the following ways:
- Nurture A Learner’s Mindset - using a combination of feedback and reflection to gain productive insight into personal strengths and development areas
- Build Shared Success - building partnerships and working collaboratively with others to meet shared objectives
- Be an Owner - holding self and others accountable to meet commitments
- Create Belonging - recognizing the value that different perspectives and cultures bring to our company
We are seeking a visionary and strategic leader to fill the role of VP, People Systems & Rewards. This role will be responsible for delivering a compelling and engaging work environment and employee experience through systems, process innovation and holistic well-being & compensation programs. Functionally, this role will lead our people systems (including a phased Workday implementation in 2024-2025), analytics, compensation and benefits, including the operation of our onsite early childcare center, The Beehive. This position requires a deep understanding of people process, compensation, benefits, and operations, as well as an ability to build a strategic and actionable people analytics roadmap. This leader will bring a blend of People expertise, desire to innovate, leadership acumen, agility, and creativity to shape a culture that attracts, retains, curates and motivates top talent.
At Guild, we’re striving to elevate the experience and skill development of Guild employees such that Guild can achieve its mission of unlocking opportunity for America’s workforce. This role will directly serve this objective through delivery of cutting-edge systems, data-driven insights, transparent and incentivizing compensation programs, and a focus on holistic well-being. This role will develop and deliver a foundational employee experience model that can scale and deliver best-in-class technology and self-service delivery, leveraging the most common use cases in the market to build and solve internally for Guilders.
This is a senior level position that will sit on the People Leadership Team (PLT) and report directly to Guild’s Chief People Officer, Alana Brandes. You will lead a team of 4 direct reports overseeing across the people systems, analytics, compensation, and well-being programs (including The Beehive).
As VP, Rewards & People Systems you will lead:
- Compensation: Ensure our Guild compensation programs align with our business strategy and the compensation team delivers on compelling and strategic compensation programs that attract, retain, and motivate talented employees. Lead the compensation team through a refresh of our career architecture and evolved approach to delivering pay outcomes tied to our performance assessment process. Own executive compensation strategy and programs and regularly contribute to Guild’s Compensation Committee and quarterly Board of Directors meeting.
- People Systems & User Experience Strategy: Craft and implement a comprehensive vision for an employee experience enabled by scalable and innovative systems. Own our People operations strategy aligned with the company's values and business objectives and in partnership with our business operations and technology teams. Partner on the design of our core human capital management modules in Workday, our new HRIS system, and build an aligned operating model to position the people systems ream to scale through automation/augmentation and improve service delivery across Guild.
- People Analytics & Insights: Build a cohesive roadmap to scale our people analytics function, including a vision for core data and insights distillation for the People team and Guild’s leadership. Leverage data analytics to assess the effectiveness of employee systems and experiences and make data-driven improvements to programs and processes. Regularly report on key metrics across the employee lifecycle to executive leadership to demonstrate the impact of employee experience efforts and investments. Prepare and present regular reports on employee relations metrics and trends with recommendations to inform decision-making.
- Employee Benefits: Lead the team managing Guild’s comprehensive suite of employee benefits and supports, including our onsite early childcare facility, The Beehive based in Denver providing onsite childcare for Guild employees.
- The Beehive: Lead a team of 3 program administrators and 20 teachers responsible for the early childhood care and development of Guilder children based in Denver. Support the evolution of a comprehensive and sustainable operating model, including leading core philosophical and tactical decisions about the integration of The Beehive and Guild processes and systems. Strategically support the Program Director to find creative and sustainable ways to operate the Beehive as an investment Guild makes to Guilders. Lead the Beehive Board of Advisors, clearly resetting and establishing their role in overall strategic planning and governance for The Beehive. Guide compliance with state regulations, support strategic community engagement with other employer-based childcare centers, and provide counsel on connected benefits programming to expand childcare service offerings as a core tenet of our Guild approach to well-being.
- Collaboration: Collaborate with various teams and departments, including the People team, Executive team, COEs, Finance, Brand Marketing, Analytics and Data Science, and Business Operations, to ensure alignment of employee experience initiatives with broader business strategies.
Required Experience and Skills
- Proven experience leading People systems, operations, compensation and benefits leadership (10+ years), including the design of integrated and systemic ways of working across the People team, enabled by leading-edge technology and clear processes; prior experiences likely include leading large-scale systems implementations, leading compensation teams, designing strategic self-service oriented operating models for an HR team, oversight of a comprehensive suite of benefits programming, and a demonstrated understanding of the intersectionality of systems design and process and talent optimization.
- Deep compensation expertise, including ownership of broad-based and executive compensation programs and involvement in quarterly Compensation Committee preparation and live meetings.
- 10+ years experience leading, inspiring, selecting, and developing a strong team that exemplifies the ideal employee experience.
- Expertise in Workday’s HRIS system, ideally having supported or led a Workday implementation. Proficiency in HR systems and tools, including end-to-end systems implementation impacting multiple cross-functional teams and driving enterprise impact. Prior HRIS implementation experience a bonus.
- Fluency in analyzing and utilizing data insights to inform data-driven strategic planning and action. Able to analyze complex sets of data and reports to see patterns and opportunities for improvement, enhancement or duplication.
- 3+ years successful experience managing complex projects and cross-functional teams.
- Ability to inspire followership and quickly build trusting partnerships. Leads through influence and can encourage a wide variety of partners across the organization; Builds trust with stakeholders to influence across levels and cross-functional teams, including with senior level leaders.
- Preferred, but not required: Experience/interest in early childhood education and leadership in education.
Year One Key Deliverables:
These are some of the things you will have accomplished by the end of your first year:
- Successfully deliver HRIS (Workday) foundation and new operating model for all core People transactions/modules in partnership with the business operations team. The outcomes of this priority should be focused on elevating our purpose-inspired experience even closer to an inspiring model of a compelling, regenerative, workplace where employees feel they belong.
- Deliver a full compensation career architecture refresh to serve Guild in its next chapter and to integrate into Workday for implementation. Support the team in executing against core compensation priorities as part of our evolved performance assessment and pay approach. Partner with team DEIB to ensure pay practices are built and embedded with a lens for equity.
- Build a cohesive and highly inspired team to deliver an integrated approach to end-to-end employee experience for Guilders that ultimately impacts our mission to do well by doing good - a model for employee experience.
- Drive leadership and manager accountability to deliver a dashboard of reports and insights on employee experience for each leader and highlight leaders who are delivering and provide consulting and accountability for those that need improvement.
- Help define a well-being team roadmap, inclusive of The Beehive and caregiver service offerings: support the team in defining a 1 and 3-year vision for our suite of benefits offerings, including the roadmap for The Beehive that prioritizes continuous optimization of operations and budget, as well as elevating the teacher the experience in a more integrated way.
Required Competencies
- Self Development: Actively learns through demonstrating curiosity and awareness of bias when tackling new problems, using both successes and failures as learning opportunities, treating every moment as an opportunity for learning and articulating a genuine commitment to diversity.
- Self Awareness: Uses a combination of feedback, cultural humility, and reflection to gain productive insight into personal strengths and growth areas.
- Balances Stakeholders: Anticipates and balances the needs of Guild’s multiple constituents, with a focus on gaining knowledge about all of Guild’s stakeholders- regardless of your role in the organization.
- Collaborates: Builds partnerships and works collaboratively with others across the organization to meet shared objectives and to create equitable opportunities.
- Communicates Effectively: Builds a range of communications styles to meet the needs of Guild’s different stakeholders. Communication starts with curiosity and bringing messages with candor (clear is kind!). Finds the right balance to take space & make space in conversations across the organization.
- Situational Adaptability: Demonstrates agility by adapting approach and demeanor in real time to match the demands of different situations. Welcomes the change of an innovative high-growth organization with resilience and a long-term orientation empowering others and embracing diverse thinking.
- Ensures Accountability: Hold yourself accountable first and foremost, being accountable to others, making clear agreements with teammates, and holding others accountable to meet deadlines, goals and commitments.
- Talent Stewardship: Manages people as Guild’s most valuable assets. Creates an environment in which Guilders can thrive and grow, and ensures that Guild is able to attract and retain top talent.
- Instills Trust: Gains the confidence and trust of others through valuing differences, honesty, integrity, and authenticity.
- Values Differences: Recognizes the value that different perspectives and cultures bring to our company.
