VP, People

RevolutionParts is a high-growth SaaS company modernizing and transforming the automotive parts eCommerce ecosystem. Our platform enables enterprise and mid-market customers to operate more efficiently, grow profitably, and deliver best-in-class digital experiences in an industry that has historically lagged in innovation.

Founded in 2014, RevolutionParts combines deep automotive domain expertise with modern SaaS infrastructure to power a more efficient, scalable, and connected supply chain. We are building the industry-defining platform—and we’re entering the next phase of scale

RevolutionParts is entering its next phase of scale.

We’ve built a category-defining SaaS platform modernizing automotive parts eCommerce, serving 2,000+ customers with ambitions to 3x the business over the next several years. We are PE-backed, growth-oriented, and moving from founder-led execution toward durable, scalable operations.

To get there, we need a VP, People who has done this before .

This is not a maintenance role. This is a builder-operator role for a senior People leader who has guided a company through the Series A → B → C journey (or equivalent revenue and headcount scale) and knows what breaks, what matters, and what must be built before it becomes painful.

You will partner directly with the CEO and executive team to build the leadership depth, operating discipline, and people systems required for the next chapter of growth—and eventual liquidity.

Location : We’d love to find someone in the Phoenix area, but we’re open to exceptional U.S.-based remote talent as well.

The Mission

Build a high-performance organization that scales revenue, talent, and leadership without losing speed or culture .You will own the full People function—strategy and execution—and ensure People decisions are directly tied to business outcomes.

What You’ll Be Accountable For

Executive Partnership & Scale Readiness

• Act as a trusted advisor to the CEO and executive team on org design, succession, leadership effectiveness, and workforce planning.
• Prepare the company for board-level scrutiny, diligence, and future exit scenarios (PE, M&A, or IPO).
• Translate business strategy into people strategy with clear operating rhythms and accountability.

Organizational Design & Leadership Depth

• Design and evolve org structures that support rapid growth from ~100 → 300+ employees.
• Build leadership bench strength, succession plans, and readiness across critical roles.
• Coach executives known for results—not theory.

Talent Density & Hiring Excellence

• Build scalable, data-driven hiring systems that prioritize talent density over volume.
• Raise hiring standards while maintaining speed in a competitive market.
• Ensure consistent, bias-aware decision-making tied to long-term performance.

People Infrastructure That Actually Scales

• Architect and professionalize People systems: HRIS, performance management, compensation, leveling, and career frameworks.
• Ensure compliance, data integrity, and operational excellence without bureaucracy.
• Build dashboards that executives actually use to run the business.

Performance, Rewards & Culture

• Design compensation, incentive, and equity programs aligned with accountability and value creation.
• Reinforce a performance-driven, values-aligned culture through periods of change.
• Maintain trust, transparency, and engagement as the company scales.

What Success Looks Like

• Measurably higher talent density across leadership and critical roles
• Clear succession coverage and leadership readiness
• Strong retention with low regretted attrition
• People KPIs clearly tied to revenue, productivity, and operating leverage
• A People function that scales ahead of growth—not behind it

Who This Role Is For

You are likely a fit if you have:

• Served as the top People leader for a SaaS or tech-enabled company through Series A → C or ~$30M → $100M+ revenue scale
• Scaled organizations from ~100 to 300+ employees
• Partnered directly with a CEO and executive team under real growth pressure
• Built People systems from scratch—and rebuilt them when they broke
• Strong business acumen and comfort tying people decisions to financial outcomes
• Executive presence, sound judgment, and a bias toward action

Bonus (not Required)

• Experience in PE-backed environments, M&A integration, or IPO readiness
• Executive compensation and equity program design
• Regular interaction with boards or financial sponsors

Why This Role Is Compelling

• Direct CEO partnership and meaningful influence on company trajectory
• Real authority to build—not inherit—the People function
• A company past product-market fit and entering true scale
• High expectations, high trust, and high impact

If you’ve lived the Series A → C journey and are ready to do it again—with more leverage, clarity, and impact—we’d love to talk.

If this is you, then please apply and include a cover letter describing why you are the right person for this role!

RevolutionParts is proud to provide all full-time Revolutionaries with a comprehensive employment package including competitive compensation, career development, benefits, 401K match, parental leave, and many more valuable perks. You can learn more about our core-value driven culture at our career page.

RevolutionParts is an Equal Opportunity Employer; we value diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, gender orientation, gender identity or expression, sexual identity, sexual orientation, age, marital status, family status, genetic information, veteran status, or disability status.

Please Note: You will only receive correspondence through the Gem ATS or from a @revolutionparts.com email address. If you are receiving communication through any other platform or domain, it may be fraudulent, and we urge you to ignore the communication.

Compensation

The base pay range for this role is $200,000 – $240,000 per year.