• This role will play a key part in shaping the future of work at SUSE. • Partner with senior leaders, use strategic courage, AI fluency, and deep business acumen to navigate external volatility and translate potential into measurable business impact. • Architect and deliver the 3-Year Strategy: Partner with senior business leaders to deliver performance through alignment of their business strategy with the FY27–FY30 People Strategy. • Act as a trusted partner helping leaders navigate the volatility of external forces with confidence and strategic courage. • Serve as a catalyst for AI adoption and growth of AI fluency within our teams, partner with the business to lead the human and cultural side of AI transformation. • Build AI confidence within leadership teams, unlocking digital capabilities across SUSE to turn potential industry threats into distinct business opportunities.

• Own and build the People function across people operations and infrastructure • Own the hiring end-to-end: pipeline strategy, sourcing, employer brand, candidate experience, interview design, and offer process • Build and maintain the practices that make managers effective • Own compensation philosophy, leveling, benchmarking, and benefits administration • Own employment compliance across jurisdictions • Steward the practices, rituals, and feedback processes that keep FAR.AI a place where talented people do their best work • Resolve people ops inquiries and issues with empathy and efficiency • Hire, develop, and manage the People team as it grows

Role Description TJM Labs is at a pivotal inflection point in its growth trajectory, and the VP, People represents a rare opportunity to build the people function that will define the company’s next chapter. TJM Labs is looking to hire its first dedicated HR executive—a strategic operator who can translate leadership vision into scalable infrastructure, own the talent agenda end-to-end, and serve as a genuine thought partner to the CEO and CSO at a moment when getting the people function right will determine the company’s ability to grow. On the operational side, this individual will build TJM Labs’s people function from the ground up—establishing HRIS infrastructure, compensation frameworks, benefits programs, compliance processes, and recruiting operations capable of supporting rapid headcount growth. Strategically, the VP, People will quarterback organizational design decisions, workforce planning, and the cultural architecture needed to attract, develop, and retain the talent TJM Labs needs to scale. This is not a steady-state HR role; it requires someone who can build what the business needs today while laying the foundation for what comes next. In the near term, the VP, People will prioritize standing up foundational infrastructure—HRIS selection and implementation, policy development, benefits design, and talent acquisition operating rhythms. Over time, the mandate will expand to encompass organizational development, leadership coaching, and the scalable HR playbooks that will carry TJM Labs through its next phase of growth. This individual will have significant autonomy in shaping TJM Labs’s people strategy and will work closely with the CEO and CSO. Qualifications - 8+ years of progressive HR leadership experience, with a demonstrated track record of building people functions in high-growth, venture- or growth equity-backed B2B SaaS or technology companies. - Proven ability to establish HR infrastructure from the ground up—including HRIS selection and implementation, policy development, multi-state compliance frameworks, and benefits design—in organizations scaling through rapid headcount growth. - Deep functional expertise across talent acquisition, total rewards, HR operations, and organizational development; equally capable of operating as a strategic advisor to the C-suite and as a hands-on executor who builds what the business needs. - Strong working knowledge of employment law, multi-state compliance requirements, and best practices for managing a diverse workforce that includes full-time employees and domestic and international contractors. - Experience with modern HRIS platforms (e.g., Rippling, Workday, BambooHR, Lattice) and a demonstrated ability to evaluate, select, and implement HR technology in a scaling environment. - A background in high-growth, growth equity- or venture-backed companies, with an appreciation for the pace, resource constraints, and significant opportunity that come with operating in that context. - Exceptional executive presence and communication skills—able to influence and advise at the CEO and board level while remaining grounded in operational detail and accessible to employees at every level of the organization. - A pragmatic, outcomes-oriented approach to people strategy: this individual builds what the business needs right now while laying the scalable foundation for what comes next. - Entrepreneurial mindset and high tolerance for ambiguity—thrives in environments where the path isn’t always clear and where significant judgment, initiative, and follow-through are required. - Undergraduate degree from a top-tier university with an outstanding record of academic achievement; MBA or advanced degree a plus. Requirements - Own end-to-end recruiting operations —from ATS selection and job architecture through offer management and structured onboarding—building a repeatable, high-quality hiring engine capable of supporting rapid headcount growth across all functions. - Partner with the CEO, CSO, and functional leaders to develop annual and rolling workforce plans that align hiring priorities with TJM Labs’s growth strategy, organizational design, and financial plan. - Build and implement structured interviewing frameworks and onboarding programs that deliver a consistent, high-quality experience and give new team members a meaningful head start from day one. - Develop and maintain a strong employer brand and proactive talent pipeline through strategic sourcing partnerships, candidate relationship management, and a compelling narrative about what makes TJM Labs a destination for top performers. - Establish recruiting metrics and reporting cadences —including time-to-fill, offer acceptance rate, and quality-of-hire indicators—to drive continuous improvement and surface actionable data for leadership decision-making. - Evaluate, select, and implement a scalable HRIS platform that centralizes people data, automates core workflows, and provides the reporting infrastructure needed to manage a growing workforce with precision and efficiency. - Develop and codify TJM Labs’s core HR policies and documentation —including an employee handbook, compensation guidelines, PTO and leave frameworks, and contractor agreements—ensuring full compliance with applicable federal and state regulations. - Oversee employment compliance across all workforce types —full-time employees, domestic contractors, and international contractors—ensuring every practice and agreement adheres to relevant labor law requirements across all applicable jurisdictions. - Establish a payroll and HR operations function with clear ownership, documented processes, and reliable execution across pay cycles, benefits administration, and onboarding and offboarding workflows. - Audit and remediate gaps in existing HR practices as TJM Labs transitions from founder-led people management to a structured, scalable HR function—identifying and closing risks proactively before they constrain growth. - Serve as a strategic thought partner to the CEO and CSO on organizational design, reporting structures, leadership development, and the people decisions that will shape TJM Labs’s culture and trajectory through its next phase of growth. - Build and deploy performance management infrastructure —designing review cycles, goal-setting frameworks, and feedback mechanisms that drive accountability, reward high performance, and create a clear development path for every team member. - Design and execute a leadership development agenda that strengthens TJM Labs’s management bench, equips leaders with the tools and coaching they need to lead effectively through rapid scaling, and builds internal capability over time. - Anticipate organizational inflection points proactively identifying the structural, process, and talent gaps that could constrain TJM Labs’s ability to scale—and developing targeted plans to address them before they become limiting factors. - Partner with finance on headcount planning and compensation modeling to ensure people investment decisions are grounded in sound unit economics and aligned with the company’s financial plan. - Design and implement a competitive total rewards framework —including base compensation bands, variable pay structures, and equity guidelines—that attracts high-caliber talent across functions and scales with the organization as it grows. - Build and administer a comprehensive benefits program covering health, dental, vision, disability, life insurance, FSA/HSA, 401(k), and PTO—benchmarking regularly against market data to ensure TJM Labs remains competitive for the talent it needs to recruit and retain. - Develop compensation leveling and job architecture that brings structure and consistency to how roles are scoped, graded, and compensated across a growing and increasingly complex organization. - Conduct regular compensation benchmarking using relevant market data to identify retention risks, surface equity concerns, and equip leadership with the information needed to make proactive, defensible compensation decisions. - Serve as a trusted advisor and escalation point for employee relations matters—navigating complex situations with sound judgment, empathy, and consistent application of policy while maintaining the trust of both employees and leadership. - Champion the development of TJM Labs’s culture and values translating leadership intent into tangible programs, rituals, and practices that reinforce the company’s identity and remain authentic as it scales. - Build and maintain an employee experience framework covering engagement, recognition, retention, and internal communication—ensuring that TJM Labs remains a place where top performers choose to stay, grow, and do meaningful work. - Establish feedback loops and engagement mechanisms —including pulse surveys, manager effectiveness reviews, and exit interview analysis—to generate actionable intelligence on workforce health and continuously improve the employee experience. Benefits - Paid Time Off - 401(k) with company match - Health insurance via ICHRA - Remote-first environment

Role Description We are seeking a VP GBS People to build and lead our global People service organisation within Global Business Services. Reporting to the SVP Global Business Services, with a dotted reporting line to the Chief People & Corporate Affairs Officer, you will shape the operating model, transition and scale in-scope Hire-to-Retire services, and ensure reliable, compliant, and high-quality service delivery for employees, managers, and the business. The role is part of the GBS Leadership Team and the extended People Leadership Team. - Lead the stand-up and maturation of the GBS People organisation, including service scope, operating model, governance, and ways of working. - Lead a geographically distributed team across our shared service centres and local delivery roles, building strong capability, alignment, and service excellence across locations. - Own global operational delivery across in-scope Hire-to-Retire services, ensuring quality, compliance, consistency, and service performance. - Build and develop a high-performing service organisation with strong leadership, capability, and customer focus. - Establish and track service measures, including SLAs, KPIs, controls, and governance routines. - Drive standardisation, continuous improvement, automation, and digital enablement across People services. - Translate People strategy, globally defined processes, and policies into scalable day-to-day service delivery. - Partner closely with People leadership, specialist People teams, SPBPs, and business stakeholders to ensure effective handoffs and a strong employee and manager experience. - Balance global standardisation with local or business-specific contextualisation where needed to meet internal customer needs. - Manage risk, escalations, and operational issues while supporting longer-term transformation and capability building. - Contribute to the wider development of GBS as a company-wide operating model and leadership team. Qualifications - Extensive leadership experience in People operations, shared services, and/or GBS environments, including accountability for large-scale service delivery. - Strong experience in Hire-to-Retire operations, service management, transformation, and operating model development. - Proven ability to build and lead high-performing teams through change, scale, and continuous improvement. - Strong stakeholder leadership skills and the ability to operate effectively across GBS, the People Function, and the business. - Experience working in global, matrixed organisations with complex interfaces and governance requirements. - Strong understanding of standardisation, process improvement, innovation, automation, and digital service delivery. - Experience with People technology platforms such as Workday. Job Location This is a global role, so you can be based in any of our locations worldwide. Department Global Business Services Reports to Senior Vice President Global Business Services Last application date 01 August 2026 Company Description Wallenius Wilhelmsen is the global leader in integrated vehicle transportation and logistics, supporting our customers across their supply chain, all the way from the factory to the end-customer. Our ambition is to lead the way in transforming shipping and logistics. - We transport and handle cars, tractors, trains, windmills, or even whole factories for some of the most well-known companies in the world. - Our eyes will always be on delivering supreme quality in everything we do, while moving towards zero-emission logistics. - We are powered by nearly 9,500+ people, working on vessels and at ports, at vehicle and equipment processing centers in 28 countries. - Together, we are building resilient, connected, data-driven, decarbonized solutions fit for the future. Our Commitment to Equal Opportunities We are a global group of people from diverse backgrounds and lifestyles. Wallenius Wilhelmsen is proud to be an equal opportunity employer committed to building a workplace where all contributors feel they can bring their best selves every day, learn from each other, and be appreciated. Our journey towards sustainable and integrated logistics compels us to attract people with diverse experiences, skills, and abilities. Please note that due to summer holidays, the recruitment process will commence after the application deadline on 1 August. We appreciate your patience and look forward to reviewing all applications thereafter.