About Veho

Veho’s mission is to power the future of commerce by making shopping, shipping and returns seamless for everyone.

We are building a modern, end-to-end logistics infrastructure designed entirely for the ever-evolving needs of ecommerce brands and everyday consumers.

Powered by next-generation technology and a vertically integrated supply chain, Veho gives brands and their customers unprecedented control over their deliveries and removes the pain from the ecommerce post-purchase experience. We make delivery the ‘extension of the brand’ and leverage it to create deeper loyalty and trust between brands and their customers, driving customer retention and lifetime value. Our rapidly growing client list includes leading consumer brands like HelloFresh, Zara, Macy’s, Sephora, and more.

To truly build an iconic company, we strongly believe that our people and values must be aligned with our mission. As such, we take pride in our championship team, merit-based culture. We seek team players who want to compete, win, make an impact and build a legacy, and we reward performance and impact players with generous equity and incredible career growth opportunities.

Why This Role Exists

We’re a lean team with a deep understanding of the business. We prioritize speed and quality. We hold a high bar. In 2026, we’re chasing scale aggressively - building new products, resilient systems, a Championship team and world-class operational processes. Our edge isn’t just our obsession with using technology to make shipping the most important part of the commerce experience, it’s our talent. Technology and systems can be copied, talent cannot. If Veho can build and retain the highest performing team in the industry, we will win. And as we scale, we need to ensure that our investments in people translate into measurable business impact and sustainable growth.

You will connect how we hire with how we develop people, so that top talent enters, grows rapidly, and raises the performance of everyone around them - always connecting our people investments to business outcomes and ROI. High performers want to work with other high performers, and every internal program either strengthens that standard or lowers it. Your job is to decide and build the key programs needed to attract, keep, and elevate top-tier talent at Veho, in the order they matter most. Exceptional work will be clearly recognized and rewarded, while underperformance will be identified and addressed in weeks rather than quarters. You will directly manage the systems and operations that power this: Total Rewards, Employee Experience, Performance Management, People Systems & AI, and People Analytics.

Our Talent Acquisition and People Business Partners teams will be key partners to successfully execute the strategies and systems you develop. You will lead a core team of roughly six people while shaping the team’s structure over time. This is a hands-on, player-coach role: you will need a clear philosophy on talent standards and the willingness to build the programs yourself.

What You Will Own

Talent Quality & Roadmap: Set the priority list for what we build, when, and why. Define clear ways to measure team quality across functions, identify performance gaps honestly, and execute plans to fix them.

Hiring-to-Development Loop: In partnership with our Head of Talent Acquisition, track the quality of new hires, turn onboarding and the first 90 days into an accurate assessment window, and share direct candidate feedback back with your partners in Talent Acquisition to refine our recruiting focus.

Performance & Manager Growth: Design performance reviews, calibration sessions, and clear performance standards. Partner with the People Business Partner team to impelent these, and train managers to spot top performers, challenge them with growth opportunities, and address underperformance early. Success is measured by actual changes in manager behavior, not training completion rates.

Total Rewards: Finalize and maintain our compensation structure, job levels, pay bands, market benchmarking, and merit/promotion guidelines. Oversee employee benefits strategy and vendor management (a compensation specialist will assist with technical execution).