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About the Role

The Vice President, People Operations is a senior leader accountable for workforce planning, HR strategy, and HCM technology optimization, including AI transformation in HR practices. This role translates People strategy into scalable global services, processes, technology, and data capabilities to enhance the employee and manager experience. The position oversees global People service delivery, HR technology, People data and analytics, process governance, vendor management, payroll, and workforce AI initiatives, requiring a balance of strategic thinking and hands-on execution in a global, matrixed environment.

Responsibilities

Evolve and lead a modern, globally connected People Operations function delivering consistent, efficient, and employee-centered services.
Create a clear global operating model, service catalogue, governance framework, and performance standards for People Operations.
Advance the People technology and digital employee-experience roadmap, maximizing the value of Workday, AI, and the broader HR technology ecosystem.
Build on established People data, reporting, and analytics capabilities to support workforce decisions, organizational effectiveness, and regulatory requirements.
Simplify and standardize processes, strengthen controls, and reduce operational friction while preserving necessary local-market flexibility.
Lead the global payroll modernization initiative across 12 markets.
Lead through influence across People, Finance, Legal, Technology, Procurement, and market leadership to deliver integrated enterprise solutions.
Build upon and execute a multi-year global People Operations strategy aligned with business priorities and the broader People agenda.
Clarify global, regional and local accountabilities; establish service ownership, decision rights, escalation paths and governance forums.
Develop a transparent service catalogue, operating metrics and capacity model for the function.
Build, coach and develop a geographically dispersed team with strong functional expertise, accountability and customer orientation.
Lead the evolution of People service delivery, including tiered support, case management, knowledge management and employee/manager self-service.
Improve service quality, responsiveness and consistency through clear standards, service-level expectations and root-cause problem solving.
Identify work that can be standardized, automated through AI, centralized or transitioned from People Business Partners so they can focus on higher-value advisory work.
Ensure service design reflects employee needs, accessibility, inclusion and the realities of a global workforce.
Own the strategic roadmap for Workday and the broader People technology portfolio, ensuring platforms are secure, integrated, scalable, and fit for purpose.
Prioritize enhancements and investments based on business value, user experience, regulatory requirements, risk, and total cost of ownership.
Partner with Technology and Information Security on architecture, integrations, access controls, data privacy, release management, and business continuity.
Lead responsible adoption of automation and AI-enabled capabilities within People processes, with appropriate governance and human oversight.
Build on the People data quality, definitions, ownership, security, and retention across systems and markets workflows.
Deliver accurate, timely workforce reporting and actionable analytics for senior leaders, People partners and functional teams.
Create dashboards and insights that support workforce planning, organizational effectiveness, talent outcomes, cost management and employee experience.
Ensure compliance with applicable data-protection, records-management, and employee-information requirements.
Lead end-to-end process design and continuous improvement across priority People processes, eliminating unnecessary complexity and handoffs.
Document and maintain global process standards, controls, and operating procedures; ensure readiness for audit and regulatory review.
Partner with Payroll, Finance, Legal, and market teams to manage operational risk and ensure reliable, compliant execution.
Use service data, employee feedback, and external benchmarks to identify improvement opportunities and measure impact.
Sponsor and govern major global People transformation initiatives, ensuring disciplined scope, milestones, resourcing, risk management, and benefits realization.
Manage strategic vendors and contracts in partnership with Procurement, including performance, service levels, innovation, security, cost, and relationship governance.
Build stakeholder commitment through clear communications, practical change plans, training, and sustained adoption support.
Present recommendations, trade-offs, and progress to senior leadership with clarity, candor, and strong business judgment.

Requirements

Approximately 12-15+ years of progressive human resources experience, including significant leadership of People/HR operations in a large, global and matrixed organization.
Demonstrated success leading shared services or employee service delivery, HR technology, HR process transformation and operational governance at scale.
Strong Workday expertise and experience shaping an integrated HR technology roadmap; familiarity with case management, knowledge platforms, analytics and automation tools is highly desirable.
Experience with People data governance, workforce reporting and analytics, including translating data into business insight and action.
Experience using AI tools and solutions with proficiency, preference for Gemini and ChatGPT modeling and use.
Proven record of simplifying and standardizing global processes while navigating local legal, cultural and operational requirements.
Experience leading complex global programs, vendor partnerships and geographically dispersed teams.
Broad understanding of the People function and how People Operations enables People Business Partners, Talent, Total Rewards, Employee Relations and other specialist teams.
Experience in media, technology, digital, consumer, creative or another fast-changing global industry is helpful but not required.
Bachelor’s degree or equivalent professional experience required.
Relevant professional certification is a plus.
Enterprise and business orientation: Connects People Operations priorities to business strategy, workforce needs, risk, and value creation. Makes pragmatic choices and understands the operational and financial implications of decisions.
Operational excellence: Creates clarity, discipline, and repeatability. Establishes standards, controls, and measures while continuously improving how work gets done.
Technology and data fluency: Uses technology, automation, data, and analytics to improve experience and outcomes. Can engage credibly with technical experts without losing sight of users and business value.
Change leadership: Sets a compelling direction, challenges legacy practices constructively, and translates strategy into practical adoption. Communicates what is changing, why it matters, and how success will be measured.
Collaboration and influence: Builds trust across functions, geographies, and levels. Balances global consistency with local realities and can align stakeholders with different priorities.
Judgment and integrity: Handles sensitive information responsibly, anticipates risk, and acts as an honest broker. Brings transparency, sound judgment, and appropriate challenge.
Talent leadership: Builds diverse, high-performing teams; sets clear expectations; develops capability; and creates an inclusive environment with strong accountability.
Learning agility and resilience: Thrives amid ambiguity and pace, rapidly absorbs new information, and remains constructive and focused through complexity and change.
Low ego and highly collaborative
Customer- and employee-centered
Bias for action with strong follow-through
Curious, practical, and solutions-oriented
Clear, concise, and credible communicator
Comfortable moving between strategy and detail
Diplomatic, resilient, and calm under pressure

Skills

Workday
AI transformation in HR
HCM technology optimization
Workforce planning
Human resources strategy
Global service delivery
HR technology
People data and analytics
Process governance
Vendor management
Payroll
AI tools
Gemini
ChatGPT
Process standardization
Change management
Stakeholder management
Reporting
Data analysis
Automation

Location

New York, NY

Work Type

Full-time

Experience Level

Senior
12-15+ years of progressive human resources experience

Education Level

Bachelor’s degree or equivalent professional experience

Salary/Compensations

$250,000 - $300,000

About the Company

Condé Nast is one of the world's most renowned media publishing companies, creating and distributing every type of media today, spanning print and digital publishing in all formats.
With a portfolio of some of today's most influential brands, the company continues to grow its audience through a global operational and content infrastructure across its 12 owned and operated markets.
Headquartered in New York City, the company's owned and operated markets include China, France, Germany, India, Italy, Japan, Mexico & Latin America, Spain, Taiwan, UAE/Dubai, the U.K., and the U.S., with additional local license partners in over twenty additional markets across the globe.
Lead brands include Vogue, The New Yorker, GQ, Architectural Digest, Condé Nast Traveler, Vanity Fair, Wired, Allure, Ars Technica, Bon Appétit, House & Garden, Pitchfork, Tatler, and Vogue Business.
As a private company, Condé Nast does not disclose financial information.
The company remains one of the world's largest privately held media companies and has continuously improved its financial performance since 2020.
Consumer revenue in areas of Events, commerce, and subscriptions is a core area driving the company's growth.
Approximately 4,500 employees, principally located in the United States, United Kingdom, Europe, India, China, Japan, Taiwan and Dubai.
Condé Nast is owned by Advance, one of the top 50 privately held companies in the United States.
The Advance portfolio also includes major investments in Reddit and Warner Bros. Discovery, among others.

Equal Opportunity

Condé Nast is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, familial status and other legally protected characteristics.