Vice President, Employee & Manager Experience

Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk. ROLE OVERVIEW The Vice President, Employee & Manager Experience is responsible for designing, delivering, and continuously improving the end-to-end experience for employees and managers across the company. This leader will build an integrated organization that combines People Operations, Employee Experience, Enablement, Internal People Communications, and Program Management to create simple, scalable, and high-impact experiences throughout the employee lifecycle. The role exists to ensure that employees and managers can easily access the support, tools, information, and development they need to be successful. The VP will act as the owner of the employee and manager journey, driving consistency, simplicity, adoption, and operational excellence across all People programs and processes. As the company evolves, this leader will also build a manager support model that provides managers with direct access to expert guidance and services, allowing People Business Partners to focus exclusively on strategic workforce planning, organizational effectiveness, and VP+ leadership support. WHAT YOU'LL DO OWN THE EMPLOYEE AND MANAGER EXPERIENCE * Define and lead the strategy for the end-to-end employee and manager experience. * Design experiences that are intuitive, scalable, and aligned to company culture and business priorities. * Continuously assess employee and manager pain points and drive simplification across People processes. * Establish experience metrics and service standards to measure effectiveness and adoption. LEAD PEOPLE OPERATIONS * Oversee all employee-facing People Operations services and programs. * Drive agentic support adoption through supporting the Okta One implementation. * Ensure employees and managers receive timely, accurate, and high-quality support. * Drive operational excellence, process standardization, and service delivery. * Leverage technology, automation, and AI to improve efficiency and user experience. OWN EMPLOYEE BRAND, CULTURE & COMMUNICATIONS * Partner with leadership to articulate and reinforce the company's employee value proposition. * Ensure consistent messaging globally across all People programs, policies, and employee communications. * Lead internal communications related to talent, culture, performance, rewards, career development, and organizational change. * Drive initiatives that strengthen employee engagement and cultural alignment. DRIVE ENABLEMENT AND DEVELOPMENT * Own onboarding experiences for all employees and managers. * Lead manager effectiveness programs that equip leaders to drive performance, engagement, and talent outcomes. * Ensure learning experiences are practical, scalable, and directly connected to business outcomes. LEAD PEOPLE PROGRAM MANAGEMENT * Ensure seamless execution of performance management, and engagement programs, * Drive strong governance, accountability, and cross-functional coordination. * Measure program effectiveness and continuously improve execution. BUILD THE MANAGER SUPPORT MODEL OF THE FUTURE * Create a world-class manager support organization that serves as the primary point of contact for manager questions and guidance. * Develop a team of People generalists capable of supporting managers across employee relations, performance, talent processes, organizational changes, and day-to-day leadership challenges. * Leverage technology and AI to provide scalable, self-service solutions. * Enable People Business Partners to focus exclusively on strategic workforce architecture, organization design, succession planning, leadership effectiveness, and business transformation. WHAT SUCCESS LOOKS LIKE * Employees consistently report that People processes are simple, intuitive, and easy to navigate. * Managers receive timely support and guidance, allowing them to lead effectively. * Core People programs are executed flawlessly and adopted broadly. * Onboarding, manager development, and leadership development programs improve business outcomes. * Employee communications are clear, consistent, and reinforce company culture. * Service delivery is increasingly automated, scalable, and efficient. * People Business Partners spend the majority of their time on strategic workforce and leadership priorities rather than transactional support. * The company is recognized for delivering a world-class employee and manager experience. LEADERSHIP EXPECTATIONS The successful leader will: * Think like a product leader, designing experiences around customer needs. * Simplify relentlessly and challenge unnecessary complexity. * Balance operational excellence with innovation. * Use data to inform decisions and prioritize investments. * Build high-performing teams and develop future leaders. * Operate with a strong customer-service mindset while maintaining strategic perspective. * Embrace technology and AI as force multipliers for scale and impact. REPORTING STRUCTURE This role leads: * People Operations * Employee Brand, Culture & People Communications * People Program Management * Onboarding & Enablement Key near term projects * Work across all of the CPOLT and build great relationships. This role is the “front door” to HR and will have hand offs to all other teams * 2 day manager program delivery  * Hire a People Operations leader and optimize the function for our next phase of growth * Implement a manager support model with a team of generalists.  * Complete the writing of all of the policies globally  * Implement and communicate the new OARs (review) process and Okta voice * Have a strong communication plan across the whole org  * Build the external messaging around Agents on an org chart  * Lead the way with agents on the org chart  * Support the implementation of Okta One #P25075_3483577   Below is the annual base salary range for candidates located in San Francisco Bay Area. Your actual base salary will depend on factors such as your skills, qualifications, experience, and work location. In addition, Okta offers equity (where applicable), bonus, and benefits, including health, dental and vision insurance, 401(k), flexible spending account, and paid leave (including PTO and parental leave) in accordance with our applicable plans and policies. To learn more about our Total Rewards program please visit: https://rewards.okta.com/us.    The annual base salary range for this position for candidates located in the San Francisco Bay area is between: $282,000—$388,300 USD The Okta Experience * Supporting Your Well-Being  * Driving Social Impact  * Developing Talent and Fostering Connection + Community We are intentional about connection. Our global community, spanning over 20 offices worldwide, is united by a drive to innovate. Your journey begins with an immersive, in-person onboarding experience designed to accelerate your impact and connect you to our mission and team from day one. Okta is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, marital status, age, physical or mental disability, or status as a protected veteran. We also consider for employment qualified applicants with arrest and convictions records, consistent with applicable laws. If reasonable accommodation is needed to complete any part of the job application, interview process, or onboarding please use this Form to request an accommodation. Notice for New York City Applicants & Employees: Okta may use Automated Employment Decision Tools (AEDT), as defined by New York City Local Law 144, that use artificial intelligence, machine learning, or other automated processes to assist in our recruitment and hiring process. In accordance with NYC Local Law 144, if you are an applicant or employee residing in New York City, please click here to view our full NYC AEDT Notice.

Overview:  The VP, Global People Operations is a strategic, forward-looking leader responsible for the design, delivery, and continuous evolution of AvePoint’s global People Operations function and our global office and workplace environments. Reporting to the Chief Operating Officer and serving as a member of the Global People Leadership Team, this leader will shape an end-to-end employee experience that is consistent, scalable, and distinctly “One AvePoint” – from the moment a candidate accepts an offer through every milestone of their career with us, and across every office where our people gather.  This is an AI-forward role. We are looking for a leader who will reimagine how People Operations and workplace services are delivered – moving us from process administration to a digitally enabled, automation-first operating model that meaningfully reduces manual work, accelerates cycle times, and frees our people partners and managers to focus on higher-value work. The Head of People Operations will serve as the business owner for the continued evolution of MyHR, our HR technology platform, and will partner closely with RevOps, People Analytics, HRIS, IT, Finance, Legal and the broader People team to drive a unified global roadmap.  Key Responsibilities:  Global People Operations Leadership  * Lead the global People Operations function, including HR operations, HR services, employee lifecycle administration, compliance, employee data, HR policy, and global payroll partnership.  * Define and execute a multi-year People Operations strategy aligned to AvePoint’s growth, public-company requirements, and global expansion priorities.  * Set the standard for service quality, response times, accuracy, and employee experience across all regions.  AI-Forward Process & Technology Optimization  * Drive a step-change reduction in manual work across all aspects of People Operations through automation, AI agents, self-service, and intelligent workflows.  * Identify and prioritize the highest-impact use cases for AI and automation across the employee lifecycle – onboarding, offboarding, data changes, letters and verifications, ticketing, knowledge management, policy Q&A, and global payroll preparation and reconciliation.  * Partner with IT, HRIS, RevOps and Finance to integrate People Operations workflows with adjacent systems (Finance/ERP, Greenhouse, position management, commissions) to eliminate hand-offs and duplicate data entry.  * Establish clear metrics, dashboards, and ROI tracking for automation and process improvement initiatives.  MyHR Business Ownership  * Serve as the business owner for the continued evolution of MyHR, partnering with the HRIS team and developers to define the product roadmap, prioritize releases, and ensure adoption.  * Translate business needs from across the Global People Team, employees, and managers into a clear, prioritized backlog that improves usability, scalability, and decision support.  * Champion data quality, governance, and reporting standards within MyHR so it remains a trusted single source of truth.  Global Payroll  * Own the global payroll operating model in partnership with Finance, ensuring accuracy, timeliness, controls, and compliance across all entities and EOR partnerships.  * Drive standardization, automation, and vendor optimization across payroll providers; reduce manual reconciliation and close cycles.  * Strengthen SOX controls and audit readiness for payroll and people data as a public company.  Office Management & Workplace Experience  * Lead global office management and workplace operations across our office footprint, ensuring safe, productive, and welcoming environments that reflect our culture.  * Partner with regional leaders, the CFO and the COO on real estate strategy, lease decisions, office expansions/consolidations, and workstation planning aligned to workforce planning and recruiting priorities.  * Define and deliver a consistent in-office experience – from facilities and vendor management to events, hospitality, and hybrid work norms – that strengthens engagement and collaboration.  Employee Experience, Policy & Compliance  * Own the global People policy framework, ensuring policies are clear, current, locally compliant, and aligned to AvePoint values.  * Partner with Legal, HRBPs, and regional leaders to ensure compliance with employment laws and regulatory requirements across all jurisdictions.  * Continuously improve manager and employee touchpoints – Day 1, life events, internal mobility, leaves, and offboarding – so each is simple, dignified, and on-brand.  Leadership & Cross-Regional Alignment  * As a member of the Global People Leadership Team, contribute to enterprise-wide people strategy, organizational design, and cultural initiatives.  * Build, develop, and lead a globally distributed team of People Operations, payroll, and office management professionals; model a culture of accountability, curiosity, and continuous improvement.  * Champion “One AvePoint” by sharing best practices across regions and ensuring consistent execution while respecting local nuance.  Qualifications:  * 12+ years of progressive experience in People Operations, HR Operations, or HR Shared Services, including significant leadership experience in a global, multi-entity environment; public-company experience preferred.  * Demonstrated success leading large-scale process and technology transformation in HR, including hands-on experience deploying automation, AI, and self-service capabilities at scale.  * Strong business ownership experience with an HRIS platform (Workday, SAP SuccessFactors, Oracle, or comparable); experience as the business product owner driving roadmap and adoption is highly preferred.  * Deep knowledge of global payroll operations, controls, and vendor management; familiarity with EOR models and multi-country payroll providers.  * Experience leading office/workplace operations or facilities at a multi-site global organization is a strong plus.  * Strong working knowledge of employment law, compliance, and HR policy across multiple regions (NA, EMEA, APAC).  * Excellent analytical, project management, and change management skills, with a track record of using data to drive decisions and demonstrate ROI.  * Outstanding communicator and collaborator who builds trust quickly across functions, regions, and levels – including with senior executives, regional leaders, and front-line employees.  * A builder’s mindset: pragmatic, hands-on, comfortable with ambiguity, and energized by continuous improvement.  * Bachelor’s degree required; advanced degree or relevant certifications (e.g., SHRM-SCP, SPHR, GPHR) preferred.  Benefits we offer:  * Competitive market-based compensation (salary + bonus)  * Career progression and internal mobility opportunities across our global footprint in North America, EMEA, and APAC  * Unlimited PTO    The Salary Range for this role is $200,000 - $275,000. At AvePoint, we strive to offer competitive, fair, and equitable total rewards. The listed salary range represents a good faith estimate, with final offers based on location, experience, skills, and qualifications. The listed range reflects base salary only; our total rewards include base salary, comprehensive benefits (medical, dental, vision, 401(k) with match, unlimited PTO), and depending on the role, bonuses, commissions, or equity (RSUs). We welcome compensation discussions—apply even if your expectations fall outside the range.  Any personal data you share with us during the application process will be processed strictly in compliance with applicable data protection laws and our Privacy Notice [https://www.avepoint.com/company/privacy-notice].