Senior Vice President, Human Resources (SVP HR) - Financial Services/Fintech

Senior Vice President, Human Resources

Location: Las Vegas, Nevada (5 days onsite)

About the Company

Our client is a fast-growing, privately held U.S. financial institution that combines the rigor of a regulated bank with the pace and mindset of a digital consumer finance and technology company. With millions of customers nationwide and multi-billion dollar assets under management, the firm is a top issuer of consumer credit products and continues to invest heavily in technology, data, and infrastructure. The culture is highly entrepreneurial, performance focused, and hands-on, with senior leaders visible on the floor and deeply engaged in day-to-day operations.

About the Role

The SVP of Human Resources will serve as the most senior HR leader for the organization, reporting to the Chief Financial Officer and sitting on the biweekly Strategy and Execution Committee alongside C-suite leaders. This is a critical, high-impact role responsible for leading the full HR agenda in support of a technology-heavy, fully in-office workforce, with particular emphasis on organizational design, leadership and talent development, and building a proactive talent acquisition function that can support sustained growth. The role will directly manage leaders across Total Rewards, Talent Acquisition and Campus Programs, Employee Relations and Operations, and Employee Engagement and Development.

Key Responsibilities

Strategic HR Leadership

• Serve as the primary HR business partner to the CFO, COO, and broader leadership team, aligning people strategy with the company’s growth, technology, and profitability objectives.
• Participate in the biweekly Strategy and Execution Committee, providing a clear, data-driven point of view on talent, structure, and organizational health.
• Promote and reinforce a five-day in-office culture across all levels, helping leaders articulate the business rationale and build engagement around on-site work.

Organizational Design and Workforce Planning

• Review and refine organizational structures, spans of control, and role leveling across functions, with a focus on reducing complexity and improving accountability.
• Lead the optimization of the HR function itself, reshaping a team of approximately 17–18 professionals into a lean, high-performing, and well-aligned organization.
• Provide guidance and challenge to business units on headcount planning, role definitions, and team design in the context of ongoing technology modernization and AI integration.

Talent Acquisition and Development

• Transform recruiting from a largely reactive function into a proactive, boutique-style talent acquisition engine, particularly for technical and leadership roles.
• Build a talent strategy that supports continued headcount growth while improving quality-of-hire, time-to-fill, and retention outcomes.
• Design and implement leadership and talent development programs that create clear career pathways, improve internal mobility, and strengthen the future leadership bench.

Total Rewards, Benefits, and HR Operations

• Oversee Total Rewards, including compensation, benefits, and long-term incentives, ensuring programs are competitive, aligned with performance, and clearly understood by leaders and employees.
• Provide coaching and direction on compensation decision-making, titles, and designations, while recognizing that ultimate approvals sit with finance and executive leadership.
• Ensure the effective use of existing HR technologies, including Dayforce and related tools, and identify opportunities to streamline processes and reporting.

Culture, Performance, and Employee Relations

• Champion a culture of accountability, high performance, and professionalism, balancing a strong business orientation with fair, consistent treatment of employees.
• Strengthen performance management practices, including expectations setting, feedback, PIPs where appropriate, and decisive action on underperformance.
• Oversee employee relations, ensuring complex issues are handled with judgment, discretion, and alignment to company values and legal requirements.

Ideal Candidate Profile & Requirements

Experience

• 15+ years of progressive HR leadership experience, including at least 5–7 years at the senior level overseeing multiple HR disciplines (talent acquisition, total rewards, employee relations/operations, and development/engagement).
• Background in financial services, fintech, or technology-driven businesses strongly preferred, with proven success supporting large technical and professional workforces.
• Demonstrated experience in organizational design, restructuring, and workforce optimization for growing, multi-site or complex organizations.
• Track record of building or transforming recruiting teams into proactive, high-touch functions that can attract hard-to-find talent.
• Exposure to environments with strong performance cultures and clear accountability for results; comfort operating in an entrepreneurial, non-bureaucratic setting.
• M&A exposure is a plus but not required.

Skills and Attributes

• Broad HR generalist skill set with depth in at least two of the following: total rewards, talent acquisition, employee relations, leadership and talent development.
• Strong commercial acumen, with the ability to speak the language of finance, operations, and technology, and to connect HR initiatives directly to business outcomes.
• Comfortable working in and advocating for a fully in-office environment; able to credibly explain and champion this model to candidates and employees.
• Hands-on, roll-up-your-sleeves leadership style, with a bias toward action, ownership, and visible engagement with teams.
• Direct, clear communicator who can challenge senior stakeholders constructively and serve as a neutral, trusted advisor.

Location and Compensation

• Role is based in Las Vegas, Nevada, with a five-day in-office requirement; relocation support can be provided for the right candidate.
• Highly competitive compensation, including base salary, annual bonus, and long-term incentive opportunity, aligned to the seniority and impact of the role.

If interested, please apply or email your updated resume to [email protected] for inquiries.