• Manage employees throughout their lifecycle (Preboarding, Onboarding, Adaptation, one-on-one meetings, Performance reviews, Exit interviews). • Communicate effectively with Team Leads and Heads of Departments and provide reports on teams. • Create, launch and analyze employee surveys. • Support People & Organization (P&O) projects. • Provide timely and effective resolution of issues raised by managers and team members and offer consultations. • Ensure compliance with P&O procedures and policies and facilitate their automation. • Conduct analytical work and reporting.

Role Description Avalara is transforming how we power our global workforce—and we’re looking for a visionary leader to help shape the future of our people systems. As Vice President, People Technology, you’ll define and deliver the global strategy, performance, and innovation behind the tools that enable our People & Culture teams and every Avalarian around the world. Reporting to the CIO and partnering closely with senior HR and business leaders, this role bridges business strategy and technology execution. You’ll design scalable, reliable, and human-centered solutions that elevate the employee experience, unlock efficiency, and drive measurable business outcomes. This is a high-impact leadership role for a strategic builder who thrives at the intersection of technology, process, people, and advanced artificial intelligence. #LI-Remote Responsibilities - Oversee the global People Technology organization (20+ team members across the U.S. and India), driving strategy, delivery, and operational excellence across Avalara’s HRIS ecosystem. - Shape and execute the roadmap for Workday and Avalara’s expanding suite of talent technologies ensuring platforms evolve with the business and deliver exceptional employee and stakeholder experiences. - Develop and execute a comprehensive AI roadmap for People Technology, ensuring the ethical, unbiased, and compliant use of AI and predictive analytics in critical HR processes like talent acquisition, performance management, and retention. - Collaborate with People & Culture, Engineering, and business leaders to translate people strategies into scalable technology solutions that drive measurable results. - Establish clear governance forums like HR–IT steering committees and joint planning sessions to align priorities, manage risk, and ensure disciplined execution. - Build structure and reliability into every stage of the systems lifecycle, from planning and testing through deployment and support, balancing speed with quality. - Advance automation, AI integration, and process optimization to elevate scalability, data integrity, and decision-making across the employee lifecycle. Drive the adoption of Generative AI copilots to augment HR productivity and enhance employee self-service. - Build and empower a high-performing global team rooted in ownership, accountability, and continuous improvement, specifically fostering a culture of AI-first thinking and upskilling. - Manage vendor relationships, evaluate emerging technologies, and position Avalara as a forward-leaning, early adopter in the people technology landscape. Qualifications - Bachelor’s degree in Computer Science, Information Systems, Business, or related field. - 12+ years of progressive experience in HR technology leadership, including 5+ years leading global teams. - Deep expertise in Workday and its ecosystem of third-party integrations. - Demonstrated experience deploying AI or ML-driven solutions within HR tech stacks (e.g., AI-powered talent acquisition platforms, predictive analytics, AI chatbots for HR service delivery). - Proven track record leading large-scale HRIS transformations that deliver measurable business outcomes. - Strong grasp of HR processes, data governance, system architecture, and compliance. - Demonstrated success driving operational rigor and process excellence in complex, global environments. - Exceptional stakeholder management and communication skills across technical and non-technical audiences. - A mindset rooted in ownership, urgency, and innovation with a passion for creating systems that empower people to do their best work. Benefits - In addition to a great compensation package, paid time off, and paid parental leave, many Avalara employees are eligible for bonuses. - Benefits vary by location but generally include private medical, life, and disability insurance. - Avalara strongly supports diversity, equity, and inclusion, and is committed to integrating them into our business practices and our organizational culture. - Avalara has a total of 8 employee-run resource groups, each with senior leadership and exec sponsorship. Company Description We’re defining the relationship between tax and tech. We’ve already built an industry-leading cloud compliance platform, processing over 54 billion customer API calls and over 6.6 million tax returns a year. Our growth is real - we're a billion dollar business - and we’re not slowing down until we’ve achieved our mission - to be part of every transaction in the world. We’re bright, innovative, and disruptive, like the orange we love to wear. It captures our quirky spirit and optimistic mindset. It shows off the culture we’ve designed, that empowers our people to win. We’ve been different from day one. Join us, and your career will be too. Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.

Role Description Buscamos a un/a líder con visión estratégica de equipos, alineado/a con una premisa clara: el equipo es el motor de crecimiento del negocio. Una persona con capacidad real de analizar, diagnosticar y traer soluciones, conclusiones y mediciones continuas del clima del equipo, que conozca a fondo el negocio creativo y comprenda los puntos de dolor reales para construir, desde ahí, el sistema de cultura, captación, formación y evaluación que VEO necesita para escalar. Trabajará directamente con las Co-CEOs y los líderes de área para fortalecer la segunda capa de liderazgo, profesionalizar la gestión del talento y construir sistemas organizativos simples, útiles y sostenibles. La visión a mediano plazo es que asuma la responsabilidad mayoritaria de un equipo de aproximadamente 58 personas operando remotamente en múltiples países, instale la cultura de la agencia como hábito sostenido y proponga iniciativas que la fomenten. No buscamos crear burocracia ni procesos por el proceso. Buscamos a alguien capaz de entender profundamente cómo funciona VEO, detectar las causas raíz detrás de los problemas de equipo y transformar esa lectura en estructuras, hábitos y sistemas que permitan a las personas hacer mejor su trabajo. Principales funciones y responsabilidades: - Definición e implementación de la estrategia del departamento de People: - Identificar junto a los líderes las necesidades futuras de talento y liderar la definición y evaluación de posiciones estratégicas. - Revisar y evolucionar el modelo de talento de VEO para asegurar su sostenibilidad en una organización global. - Garantizar la implantación y adopción real de los sistemas de People, evitando procesos o herramientas que no generen impacto. - Organización y escalabilidad: - Detectar fricciones, dependencias y cuellos de botella organizativos, proponiendo soluciones concretas. - Clarificar roles, responsabilidades, expectativas y toma de decisiones junto a founders y líderes de área. - Evolucionar la estructura organizativa para permitir que VEO crezca con mayor claridad y autonomía. - Liderazgo y desarrollo de managers: - Desarrollar la segunda capa de liderazgo de VEO, fortaleciendo la autonomía y accountability de Heads y managers. - Definir qué significa liderar en VEO y construir herramientas y programas para desarrollar estas capacidades. - Acompañar a managers en situaciones complejas, desarrollando progresivamente su capacidad para gestionarlas de forma autónoma. - Performance y gestión del talento: - Diseñar e implantar un sistema de performance y feedback sencillo, útil y conectado con las expectativas de cada rol. - Construir una lectura clara del talento existente e identificar necesidades de promoción, desarrollo, cambio o intervención del rol. - Evolucionar el sistema de leveling y conectar desempleo, desarrollo profesional y revisión de fees. - Cultura y equipos: - Convertir la cultura de VEO en comportamientos y hábitos observables en el día a día. - Crear mecanismos de escucha que permitan detectar problemas de clima, liderazgo o desgaste y transformarlos en planes de acción. - Fortalecer la alineación y comunicación entre founders, managers y equipos. Qualifications - 7–10 años de experiencia en agencias creativas, consultoras estratégicas o empresas con alta intensidad de talento, liderando departamentos de personas o recursos humanos. - Experiencia real liderando equipos multiculturales y multi-territorio. - Familiaridad con modelos de colaboración freelance. - Comprensión profunda del negocio creativo: servicios, márgenes, ciclos de proyecto, retos de talento y presión real de cliente. - Dominio de diseño organizativo y evolución de estructuras en compañías en crecimiento. - Conocimiento sólido de performance management, talent management y desarrollo de liderazgo. - Experiencia práctica en sistemas de leveling, compensación y desarrollo profesional. - Familiaridad con modelos de colaboración freelance y gestión de equipos globales. - Capacidad para utilizar datos y métricas de People como herramienta de diagnóstico y toma de decisiones. - Uso activo de IA aplicada al análisis, evaluación, formación, comunicación y optimización del trabajo de People. - Inglés profesional avanzado, con capacidad para liderar conversaciones, dar feedback y gestionar situaciones complejas con equipos internacionales. Benefits - En VEO trabajamos exclusivamente con un modelo de colaboración freelance. - Esta posición requiere dedicación completa y continuidad en el tiempo, bajo un acuerdo de colaboración freelance. - Buscamos profesionales que valoren la autonomía, la flexibilidad y la responsabilidad propias de este modelo, manteniendo un alto nivel de compromiso con los proyectos, los equipos y los objetivos creativos.

• Own end-to-end preboarding and onboarding for new providers: post-offer communication, document collection, checklist tracking, system setup coordination, Notion onboarding projects, welcome meetings, etc. • Manage provider offboarding workflows: documentation closure, system access removal, and coordination with Finance, Legal, and Clinical Operations. • Build and maintain HR operational reports on provider lifecycle metrics (time-to-onboard, completion rates, offboarding timelines, document status) to support decision-making by the Operations Manager. • Maintain referral bonus eligibility tracking for newly onboarded providers. • Maintain data accuracy and consistency across HR systems (BambooHR, Notion, Justworks, internal provider databases) throughout the employment lifecycle. • Identify recurring manual tasks in provider lifecycle workflows, support automation efforts, and document processes and SOPs as workflows evolve.