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Revel VP, People in Brooklyn, New York

About Revel

Revel's mission is to accelerate EV adoption in cities by providing the infrastructure and services that make it easy to go electric. Through the Revel app, users can rent electric mopeds, take rideshare rides in fully electric cars and find fast-charging stations compatible with any brand of EV. Revel prides itself on its total rejection of the gig economy and its collaborative approach with local governments. Founded in Brooklyn, NY in 2018, Revel currently operates in New York City, Washington D.C., San Francisco and Miami.

Our Operating Principles

Revel’s Operating Principles represent who we are, how we act, and what we believe. They define our culture.

Empathy. We seek to understand the experiences and perspectives of each other, our customers and the communities where we operate.

Ownership. We are excited by big challenges and care deeply about our work. We empower and rely on each other and hold ourselves to a high standard.

Humility. We take our work seriously but not ourselves. We’re approachable, curious, and know we have a lot to learn.

Adaptability. We expect change and quickly adjust our approach to reflect new information. We know success requires seeing opportunity in obstacles and relentlessly improving.

Simplicity. We clarify and prioritize what can be done now. We strive to keep things no more complicated than absolutely required.

Revel is a Brooklyn-born company that’s electrifying cities through infrastructure and shared electric vehicle fleets. Through the Revel app, users can rent electric mopeds, take fully electric rideshare rides, sign up for monthly eBike subscriptions, or find fast-charging stations compatible with any brand of EV. Revel prides itself on its total rejection of the gig economy and its collaborative approach with local governments. Founded in 2018, we now operate in four New York City boroughs, Washington, D.C., Miami, Florida, and the California Bay Area.

We are currently seeking a VP, People to develop and oversee the end-to-end talent strategy for our growing team of over 300 corporate and hourly staff. This is a critical role at Revel collaborating across teams to meet the growing demands of Revel’s hiring roadmap, while managing an expanding People team. As we expand our business and continue to hire, we need a stellar People leader to steer the ship.

This position includes equity, salary consummate with experience and a valuable seat at the table.

Responsibilities:

  • Collaborates with executive leadership to define the organizations long-term mission and goals; identifies ways to support this mission through talent management.

  • Identifies key performance indicators for the organizations human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics.

  • Become an organizational and cultural force who charts the path of how our company should be organized, grow and scale globally

  • Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.

  • Manage payroll and benefits team to ensure streamlined process across multiple employee populations, using Ceridian Dayforce

  • Lead organizational compliance with all federal, state, and local labor and employment law issues and requirements.

  • Continually assess benefits plans to offer competitive, cost-effective options for all employees

Workforce Operations

  • Build and develop competitive, parity driven compensation strategy across multiple disciplines

  • Align policies across multiple teams and business lines within a mostly hourly workforce

  • Oversee workplace investigations and make recommendations regarding employment actions; ensure all matters are handled in an equitable and consistent manner

  • Utilize a data driven approach to identify trends and recommend proactive solutions for employee performance and retention

  • Drive performance management systems specific to various business lines while keeping a consistent approach

  • Design and initiate programs and events meant to engage employees and build a strong culture

  • Create learning and development programs to offer clear career progression within multiple business lines and teams

  • Partner with active employee-led DEI committee to create initiatives and implement proposed policy changes

Talent Acquisition

  • Create and execute a full-cycle recruiting process across all departments

  • Manage a recruitment team (mix of contract and full-time) to source and proactively build candidate pipeline

  • Develop a lean corporate recruitment strategy with a focus on Product and Engineering

  • Partner with Data and Operations teams to create a seasonal hiring strategy based on demand forecast

  • Develop a strategy to network and engage with outside organizations, social media, etc. to grow recruitment opportunities

Qualifications:

  • 10+ years of progressive HR experience with 5+ in leading a team and 5+ within an organization that is predominantly hourly

  • Proven experience overseeing the HR function through periods of significant growth and inflection points

  • Demonstrated understanding and success of full life-cycle recruitment process within a growing organization

  • Stellar communication and relationship management skills

  • Well-versed in management coaching of an hourly workforce within a 24 hour business

  • Ability to be a strong strategic leader and get involved in day-to-day situations

  • Passionate about diversity, equality, and inclusion initiatives

    Under state law and company policy, you must be fully vaccinated by your start date for any in-person work. If you are not vaccinated, you may file for an exemption before your start date. Offer is contingent upon the results (approval/denial) of your exemption.

    https://www.cigna.com/legal/compliance/machine-readable-files. This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

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