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About the CompanyArmada 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 ROLEArmada 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 OWNTalent Acquisition and Workforce PlanningOwn global recruiting strategy across technical and non-technical functions, and stay close enough to the work to personally run a critical search if neededImplement structured hiring processes that raise talent density and hold hiring managers accountableMove time-to-hire and quality-of-hire against defined baselinesPartner with Finance to align headcount planning, workforce modeling, and geographic expansion with budget forecastingTotal Rewards and CompensationOwn compensation philosophy and band architecture, mapped to Armada levels and defensible against a named benchmarking sourceOwn equity strategy at the pre-IPO stage: new hire grants, refresh and evergreen programs, 409A cadence, and the exception processRun the annual compensation and merit cycle in partnership with Finance, including geographic differentials across owned entities and employer-of-record marketsDesign and manage global benefits programs and renewals, balancing cost, competitiveness, and local requirementsPrepare executive compensation recommendations and materials for the CEO, the Board compensation committee, and FinancePeople Operations, Compliance, and SystemsDesign and scale a People Operations framework that holds global consistency while allowing for local nuanceOwn the compliance posture across every operating jurisdiction, partnering with Legal on employment law, immigration, and risk mitigationOversee payroll operations, vendor management, audit readiness, documentation standards, and internal controlsOwn the People technology stack (HRIS, ATS, payroll, performance, analytics) and the data governance that makes workforce reporting trustworthyInternational Expansion, Entities, and MobilityOwn 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 changesManage employment, labor compliance, and employee relations across international jurisdictionsOwn global mobility, relocation, and immigration programs in partnership with LegalEmployee Experience, Workspaces, and CultureDefine workspace and physical environment strategy across offices, remote environments, and field deploymentsOwn onboarding end to end, so a new hire in any location starts productive and stays connectedPartner with Finance and Operations on real estate strategy, cost management, and vendor selectionSet standards for workplace experience, safety, and compliance across all locationsLearning, Development, and Manager CapabilityBuild learning and development programming from the ground up, starting with what the business needs most rather than a catalogPartner with the executive team on organizational design, leveling frameworks, and job architectureImplement performance management that gives managers a clear, usable standard rather than a process to surviveBuild manager capability through explicit leadership expectations, development, and coachingWHAT YOU WILL BRINGProven experience running the full People stack end to end: Talent Acquisition, Total Rewards, People Operations, and WorkspacesExpertise in global mobility, employer-of-record versus entity management, and compensation designBuilt 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 functionTook a company through IPO or another exit, and can articulate how that outcome shaped your compensation philosophyManaged entity setup and employee management across international jurisdictionsExperience with workspace and physical environment strategy, onboarding, and building learning and development programmingA 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 pointOperates 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 unpromptedNice to HaveExperience supporting a federal-facing entity, including hiring, badging, and the compliance requirements specific to a cleared workforceHands-on Middle East experience: employer-of-record arrangements versus local entity setup, and managing employees across the UAE, KSA, and Bahrain labor and compliance landscapesCompensation & BenefitsFor 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.BenefitsCompetitive base salary and equityMedical, 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 yearYou're a Great Fit if You'reA go-getter with a growth mindset. You're intellectually curious, have strong business acumen, and actively seek opportunities to build relevant skills and knowledgeA detail-oriented problem-solver. You can independently gather information, solve problems efficiently, and deliver results with a "get-it-done" attitudeThrive in a fast-paced environment. You're energized by an entrepreneurial spirit, capable of working quickly, and excited to contribute to a growing companyA collaborative team player. You focus on business success and are motivated by team accomplishment vs personal agendaHighly organized and results-driven. Strong prioritization skills and a dedicated work ethic are essential for you
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