Armada
via Greenhouse
Vice President, People & Talent
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 10h ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 3d ago
The date the source published, not the day we noticed it (2026-09-11). Last seen at its source 1h ago.
Is it remote?
The listing says yes
The location field doesn't say remote, so our assessment is based on the title or the description. Read the listing before applying.
Who may apply?
San Francisco, California
The description states no restriction of its own. This is the source's own tag.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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greenhouse employer's own board first seen 3d ago · last seen 1h ago
The listing
About the Company
Armada is the hyperscaler for the edge, delivering modular AI infrastructure from first deployment to AI factory with speed, scale and sovereignty. Named one of Fast Company's Most Innovative Companies and to the CNBC Disruptor 50, Armada’s solutions are deployed in over 60 countries globally for organizations ranging from energy to defense.
With nearly $500 million in funding to date, Armada is backed by leading investors including Founders Fund, Lux, BlackRock and Microsoft (M12), alongside strategic partnerships with Microsoft, Dell, Palantir, NVIDIA, SpaceX, and Skydio. We are building the infrastructure layer for sovereign and edge AI - rugged, deployable compute for customers that cannot rely on centralized cloud.
Working at Armada means taking ownership, driving autonomy, and delivering impact. You’ll tackle challenges that haven’t been solved before and help build something transformative from the ground up. What you do here will not only define your career but help further Armada’s mission to bridge the digital divide for customers around the world.
ABOUT THE ROLE
Armada is hiring a Vice President, People and Talent to own the full People stack and build the infrastructure a globally distributed company needs to scale. This is end-to-end ownership: Talent Acquisition, Total Rewards, People Operations, and Compliance, with real depth expected in global mobility, entity and employer-of-record management, and compensation design.
Roughly two thirds of the role is that operating stack. The remaining third is employee experience and culture: workspace and physical environment strategy, onboarding, and building learning and development programming from the ground up.
This is not an execution-only seat. Our executive team expects the People function to carry a point of view on how talent decisions drive the business, and to bring that perspective into leadership conversations rather than waiting to be handed requirements. You will define the strategy and own the execution.
You are building, not inheriting. Programs, policies, systems, and team headcount are yours to stand up.
WHAT YOU WILL OWN
Talent Acquisition and Workforce Planning
- Own global recruiting strategy across technical and non-technical functions, and stay close enough to the work to personally run a critical search if needed
- Implement structured hiring processes that raise talent density and hold hiring managers accountable
- Move time-to-hire and quality-of-hire against defined baselines
- Partner with Finance to align headcount planning, workforce modeling, and geographic expansion with budget forecasting
Total Rewards and Compensation
- Own compensation philosophy and band architecture, mapped to Armada levels and defensible against a named benchmarking source
- Own equity strategy at the pre-IPO stage: new hire grants, refresh and evergreen programs, 409A cadence, and the exception process
- Run the annual compensation and merit cycle in partnership with Finance, including geographic differentials across owned entities and employer-of-record markets
- Design and manage global benefits programs and renewals, balancing cost, competitiveness, and local requirements
- Prepare executive compensation recommendations and materials for the CEO, [the Board compensation committee,] and Finance
People Operations, Compliance, and Systems
- Design and scale a People Operations framework that holds global consistency while allowing for local nuance
- Own the compliance posture across every operating jurisdiction, partnering with Legal on employment law, immigration, and risk mitigation
- Oversee payroll operations, vendor management, audit readiness, documentation standards, and internal controls
- Own the People technology stack (HRIS, ATS, payroll, performance, analytics) and the data governance that makes workforce reporting trustworthy
International Expansion, Entities, and Mobility
- Own entity strategy: decide where Armada uses an employer of record and where it stands up a local entity, and run the conversion when the answer changes
- Manage employment, labor compliance, and employee relations across international jurisdictions
- Own global mobility, relocation, and immigration programs in partnership with Legal
Employee Experience, Workspaces, and Culture
- Define workspace and physical environment strategy across offices, remote environments, and field deployments
- Own onboarding end to end, so a new hire in any location starts productive and stays connected
- Partner with Finance and Operations on real estate strategy, cost management, and vendor selection
- Set standards for workplace experience, safety, and compliance across all locations
Learning, Development, and Manager Capability
- Build learning and development programming from the ground up, starting with what the business needs most rather than a catalog
- Partner with the executive team on organizational design, leveling frameworks, and job architecture
- Implement performance management that gives managers a clear, usable standard rather than a process to survive
- Build manager capability through explicit leadership expectations, development, and coaching
WHAT YOU WILL BRING
- Proven experience running the full People stack end to end: Talent Acquisition, Total Rewards, People Operations, and Workspaces
- Expertise in global mobility, employer-of-record versus entity management, and compensation design
- Built and scaled a People function through high growth, in the range of 250 to 1,000+ employees, standing up programs, policies, and team headcount from scratch rather than inheriting an established function
- Took a company through IPO or another exit, and can articulate how that outcome shaped your compensation philosophy
- Managed entity setup and employee management across international jurisdictions
- Experience with workspace and physical environment strategy, onboarding, and building learning and development programming