VP, Employee Experience

THE OPPORTUNITY:

Clari + Salesloft are building the next era of enterprise revenue — one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we’re building the industry’s first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth.

With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won — the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate.

Join us to help transform how companies around the world run revenue — and build the platform that will guide leading revenue teams into the future.

At Clari-Salesloft, the VP, Employee Experience is a high-impact leadership role reporting directly to the Chief People Officer. You will lead a high-performing team of 8–9 professionals across the People Business Partner team, Talent Management, and Engagement functions. In a high-growth, Private equity-backed SaaS environment, you will serve as a strategic architect, ensuring our human capital strategy scales alongside our ambitious revenue goals.

WHAT WE’RE LOOKING FOR:

We are seeking a bias-towards-action, results-oriented, and battle-tested leader. You thrive in the fast-paced, high-stakes world of Private Equity, where "moving the needle" is the baseline. You understand how to balance empathetic leadership with the rigorous operational discipline required to drive enterprise value.

If you are a strategic leader ready to define the future of work for a global SaaS powerhouse, this is your next chapter.

THE SKILL SET:

• Experience: 12+ years of progressive HR leadership, with at least 5+ years in a senior leadership role (Director/VP).
• PE & SaaS pedigree: Proven track record operating within a Private Equity-backed SaaS company. You understand the levers of EBITDA, Rule of 40, and the urgency of a PE investment lifecycle.
• Global leadership: Experience managing geographically dispersed teams (US, Mexico, India and EMEA) and navigating international labor complexities.
• Strategic talent management: You own the blueprint for global talent assessment, succession planning, and performance architecture to ensure we have "the right people in the right seats" to scale.
• Executive advisory: Act as a consultant to senior leaders on organizational design, skill-gap mitigation, and leadership efficacy.
• Data-driven culture: Ability to translate engagement data and turnover metrics into actionable executive-level insights that drive retention and productivity.
• Operational excellence: Oversight of a team of 8–9, driving excellence in Performance Management, Employee Relations, and high-impact Engagement initiatives.
• Change management: Expert-level ability to lead organizations through transitions, integrations, or rapid scaling phases.

THE RESPONSIBILITIES:

• Architect the global experience: Design and implement a holistic employee lifecycle strategy that scales globally while maintaining a cohesive high-performance culture.
• Lead the People team: Direct management of 8–9 team members, fostering their professional growth while ensuring the team meets aggressive OKRs.
• PE alignment: Partner with the CPO and executive team to align People strategies with Private Equity value creation plans and exit readiness.
• Global performance governance: Drive the evolution of performance management, moving beyond "reviews" to a culture of continuous feedback and high-accountability coaching.
• Succession & bench strength: Build a robust leadership pipeline, identifying high-potentials and ensuring the organization is insulated against talent risk.
• Engagement strategy: Own the global engagement roadmap, utilizing technology and data to improve the employee experience and maintain a top-tier engagement levels.
• Complex employee relations: Provide high-level oversight for sensitive employee relations matters, ensuring legal compliance and brand protection across all operating regions.

At Clari + Salesloft, we are committed to creating an inclusive and supportive workplace where everyone belongs and can thrive. We focus on culture add, not culture fit, and believe our teams are made stronger by the unique perspectives, experiences, and identities each person brings.

We are proud to be an Equal Opportunity Employer and provide employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, pregnancy, or any other characteristic protected by law.

If you’re excited about this role even though your experience may not perfectly match every requirement, we encourage you to apply. We are actively hiring across multiple geographies and would love to welcome passionate, curious, and mission-driven individuals to our growing team. Explore our open roles and consider joining us!

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Please note that all official communication regarding job opportunities at Clari + Salesloft will come from an @clari.com  or @ salesloft.com email address. If you receive messages on LinkedIn or other job platforms claiming to be from Clari + Salesloft, they may not be legitimate. To verify the authenticity of any job-related communication, please visit our official Careers site.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, notetaking, or summarizing responses. These tools assist our recruitment team but do not replace human judgment — all hiring decisions are made by people. If you would like more information about how your data is processed or prefer to opt out of any AI-assisted tools, please let your recruiter know. Opting out will not impact your experience or consideration.

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Interview notes are private and used only for our hiring process. If you prefer to opt out of any AI-assisted tools, please let your recruiter know — it will not impact your experience or consideration.