Head of People

Partner with senior leaders to strengthen leadership alignment, decision-making, and accountability. Challenge constructively, clarify decision rights, and move decisively once alignment is reached

Translate People priorities into practical deliverables with clear owners, milestones, and proactive communication of risks and trade-offs

Lead and develop the People team with clear priorities, support, and tools. Model calm, respectful leadership under pressure and handle sensitive matters with discretion, impartiality, and evidence-based judgment

Build trust in People as an approachable, reliable partner to employees and managers, with dependable core operations and onboarding

Run a practical performance-calibration and manager-accountability process that helps leaders recognize strong performance, identify gaps, support development, and address persistent underperformance promptly and fairly. Leaders own performance decisions; People equips, coaches, and challenges them

Coach managers through difficult feedback, employee relations issues, and organizational changes, balancing clear business expectations with fairness, sound judgment, and employee dignity

Use engagement, attrition, and performance insights to surface emerging organizational risks and capability gaps proactively, with practical recommendations and clear decisions for leadership

Lead the development and operation of leveling and compensation practices, including equity philosophy and communication to candidates and employees, in partnership with executive leadership and Finance

Use automation and AI where they demonstrably improve People operations, reduce manual work, or improve employee experience, with appropriate safeguards for sensitive employee data and human judgment

Partner closely with the recruiting lead on workforce planning, quality of hire, leveling, and candidate experience. Own the ongoing onboarding and employee lifecycle, using recruiting-to-ramp feedback to improve handoffs

Sustain and evolve VRChat's inclusive, remote-first culture across a globally distributed and diverse workforce

Clearer expectations, consistent performance calibration, and managers better equipped to give feedback and address issues.

Strengthen talent density through growth and support. Managers consistently recognize and develop exceptional performers, identify performance gaps early, and provide clear expectations, actionable feedback, and meaningful support to help people improve with fair, timely decisions when progress falls short.

Reliable onboarding and core People operations, with clear owners, milestones, and early communication of risks.

A trusted, approachable People function that improves employee and manager experience with minimal unnecessary process.

Stronger leadership alignment and timely identification of organizational risks and capability gaps.

Demonstrated success leading a lean People function or a comparably broad People remit at a growing technology company, with direct ownership of performance practices, manager coaching, employee relations, and People operations

Demonstrated track record of building and executing people programs with measurable impact

Has guided a People function through meaningful inflection points, whether that's evolving how performance works, supporting the team through organizational change, investing in culture, or scaling through growth

Fast and iterative. Gets a v1 in front of stakeholders quickly and improves from there

Practical experience improving People workflows through automation or AI, with evidence of impact and sound judgment about privacy and human oversight

Able to communicate People insights, trade-offs, and recommendations clearly to senior leadership and turn discussion into decisions and action

Experience managing globally distributed, fully remote teams across multiple employment models

Empathetic and decisive; comfortable operating in ambiguity and making pragmatic calls with imperfect information

Aligned with how we work: bold enough to experiment, willing to engage in healthy debate and then commit fully, collaborative by default, and motivated by outcomes

Background in tech, gaming, social platforms, or community-driven products; bonus if you understand that the product IS the community

Has worked at a company where the product is also a space the workforce inhabits (gaming, social platforms, creator tools) and understands the specific HR dynamics that come with that

Experience presenting People insights and recommendations to a board

A genuine track record of fostering belonging across a diverse, global workforce

You've spent time in VRChat, or you're curious about social VR and what it means for how people connect

Work from anywhere! VRChat is a 100% remote company offering flexible working hours in combination with core hours supporting real-time collaboration

Health Benefits

401K for US & Group RRSP for Canadian Employees

Stock Options

Generous paid holiday schedule

Unlimited/flexible vacation time

Paid parental leave benefits