Vice President, People & Talent

About the Company

Armada is the hyperscaler for the edge, delivering modular AI infrastructure from first deployment to AI factory with speed, scale and sovereignty. Named one of Fast Company's Most Innovative Companies and to the CNBC Disruptor 50, Armada’s solutions are deployed in over 60 countries globally for organizations ranging from energy to defense.

With nearly $500 million in funding to date, Armada is backed by leading investors including Founders Fund, Lux, BlackRock and Microsoft (M12), alongside strategic partnerships with Microsoft, Dell, Palantir, NVIDIA, SpaceX, and Skydio. We are building the infrastructure layer for sovereign and edge AI - rugged, deployable compute for customers that cannot rely on centralized cloud.

Working at Armada means taking ownership, driving autonomy, and delivering impact. You’ll tackle challenges that haven’t been solved before and help build something transformative from the ground up. What you do here will not only define your career but help further Armada’s mission to bridge the digital divide for customers around the world.

ABOUT THE ROLE

Armada is hiring a Vice President, People and Talent to own the full People stack and build the infrastructure a globally distributed company needs to scale. This is end-to-end ownership: Talent Acquisition, Total Rewards, People Operations, and Compliance, with real depth expected in global mobility, entity and employer-of-record management, and compensation design.

Roughly two thirds of the role is that operating stack. The remaining third is employee experience and culture: workspace and physical environment strategy, onboarding, and building learning and development programming from the ground up.

This is not an execution-only seat. Our executive team expects the People function to carry a point of view on how talent decisions drive the business, and to bring that perspective into leadership conversations rather than waiting to be handed requirements. You will define the strategy and own the execution.

You are building, not inheriting. Programs, policies, systems, and team headcount are yours to stand up.

WHAT YOU WILL OWN

Talent Acquisition and Workforce Planning

Own global recruiting strategy across technical and non-technical functions, and stay close enough to the work to personally run a critical search if needed

Implement structured hiring processes that raise talent density and hold hiring managers accountable

Move time-to-hire and quality-of-hire against defined baselines

Partner with Finance to align headcount planning, workforce modeling, and geographic expansion with budget forecasting

Total Rewards and Compensation

Own compensation philosophy and band architecture, mapped to Armada levels and defensible against a named benchmarking source

Own equity strategy at the pre-IPO stage: new hire grants, refresh and evergreen programs, 409A cadence, and the exception process

Run the annual compensation and merit cycle in partnership with Finance, including geographic differentials across owned entities and employer-of-record markets

Design and manage global benefits programs and renewals, balancing cost, competitiveness, and local requirements

Prepare executive compensation recommendations and materials for the CEO, [the Board compensation committee,] and Finance

People Operations, Compliance, and Systems

Design and scale a People Operations framework that holds global consistency while allowing for local nuance

Own the compliance posture across every operating jurisdiction, partnering with Legal on employment law, immigration, and risk mitigation

Oversee payroll operations, vendor management, audit readiness, documentation standards, and internal controls

Own the People technology stack (HRIS, ATS, payroll, performance, analytics) and the data governance that makes workforce reporting trustworthy

International Expansion, Entities, and Mobility

Own entity strategy: decide where Armada uses an employer of record and where it stands up a local entity, and run the conversion when the answer changes

Manage employment, labor compliance, and employee relations across international jurisdictions

Own global mobility, relocation, and immigration programs in partnership with Legal

Employee Experience, Workspaces, and Culture

Define workspace and physical environment strategy across offices, remote environments, and field deployments

Own onboarding end to end, so a new hire in any location starts productive and stays connected

Partner with Finance and Operations on real estate strategy, cost management, and vendor selection

Set standards for workplace experience, safety, and compliance across all locations

Learning, Development, and Manager Capability

Build learning and development programming from the ground up, starting with what the business needs most rather than a catalog

Partner with the executive team on organizational design, leveling frameworks, and job architecture

Implement performance management that gives managers a clear, usable standard rather than a process to survive

Build manager capability through explicit leadership expectations, development, and coaching

WHAT YOU WILL BRING

Proven experience running the full People stack end to end: Talent Acquisition, Total Rewards, People Operations, and Workspaces

Expertise in global mobility, employer-of-record versus entity management, and compensation design

Built and scaled a People function through high growth, in the range of 250 to 1,000+ employees, standing up programs, policies, and team headcount from scratch rather than inheriting an established function

Took a company through IPO or another exit, and can articulate how that outcome shaped your compensation philosophy

Managed entity setup and employee management across international jurisdictions

Experience with workspace and physical environment strategy, onboarding, and building learning and development programming

A track record of staying through the build: you have carried companies across multiple phases of growth to an outcome rather than moving on at each inflection point

Operates as a business partner to the executive team, with a clear point of view on what the People function is for and the judgment to bring it forward unprompted

Nice to Have

Experience supporting a federal-facing entity, including hiring, badging, and the compliance requirements specific to a cleared workforce

Hands-on Middle East experience: employer-of-record arrangements versus local entity setup, and managing employees across the UAE, KSA, and Bahrain labor and compliance landscapes

Compensation & Benefits

For U.S. Based candidates: To ensure fairness and transparency, the starting base salary range for this role for candidates in the U.S. are listed, varying based on location experience, skills, and qualifications. In addition to base salary, this role will also be offered equity and subsidized benefits (details available upon request) .

Final compensation will be determined by experience, scope, and level, and may vary from the posted range.

Benefits

Competitive base salary and equity

Medical, dental, and vision (subsidized cost)

Health savings accounts (HSA), flexible spending accounts (FSA), and dependent care FSAs (DCFSA)

Retirement plan options, including 401(k) and Roth 401(k)

Unlimited paid time off (PTO)

14 paid company holidays per year

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Compensation

$220,300 — $300,000 USD

You're a Great Fit if You're

A go-getter with a growth mindset. You're intellectually curious, have strong business acumen, and actively seek opportunities to build relevant skills and knowledge

A detail-oriented problem-solver. You can independently gather information, solve problems efficiently, and deliver results with a "get-it-done" attitude

Thrive in a fast-paced environment. You're energized by an e