SVP, People Operations

About Infillion

Infillion is the first fully composable advertising platform, built to solve the complexity, waste, and opacity in the digital media ecosystem of the last decade. Born from $750 million in investment and the unification of category-defining technologies, including MediaMath, TrueX, Gimbal, Drawbridge, and most recently Catalina, Infillion engineered these powerful assets into scores of interchangeable, agentic-ready components.

Infillion provides a single, flexible infrastructure that serves media buyers, tech decision-makers, and media sellers. Whether through white-glove managed service, self-service control, or API-based automation, Infillion empowers businesses to execute their unique strategies with zero-hop efficiency, proprietary AI logic, and radical data transparency. Headquartered in New York City, with employees located globally in the US, Costa Rica, and Europe, Infillion powers the world's leading brands, agencies, and platforms. Learn more at www.infillion.com.

About the Role

The SVP of People Operations leads the full People function across the Americas (North America & Costa Rica), spanning talent acquisition, total rewards, culture, organizational design, compliance, and M&A integration. Reporting to the COO, this leader serves as a trusted strategic partner to the Executive Leadership Team and a key driver of business transformation.

This is a builder’s role for a leader who is equally effective at the senior leadership level and in the operational details—someone who can architect long-range people strategy one moment and roll up their sleeves to design a process, coach a manager, or resolve a complex employee matter the next. Success in this role demands a rare blend of strategic vision and tactical execution, paired with the relational fluency to influence outcomes across a fast-moving, matrixed organization.

What You’ll Be Doing

Strategic Leadership

• Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation.
• Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change.
• Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets.
• Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management.
• Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership.

Operational Excellence

• Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness.
• Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk.
• Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability.
• Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel.
• Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals.

Culture, Talent & Engagement

• Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce.
• Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters.
• Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career.
• Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.

Who You Are

• A strategic and tactical leader - You move fluidly between executive-level strategy and hands-on execution. You are equally comfortable shaping a multi-year people roadmap and building the spreadsheet, process, or talking points needed to get it done.
• A masterful influencer - You bring highly developed influencing, communication, and listening skills, with the executive presence and credibility to represent the company
• A trust builder - You earn confidence through consistency, sound judgment, discretion, and follow-through.
• A relationship-driven partner -You invest in durable relationships across functions, geographies, and levels. You read organizational dynamics quickly and use that insight to bring people together around shared outcomes.
• A cross-functional collaborator -You thrive in a matrixed environment, partnering seamlessly with Finance, Legal, Operations, Product, Engineering, and Go To Market leaders to drive aligned, business-first outcomes.
• A talent and team builder -You have a proven track record of attracting, developing, and retaining high-performing, diverse teams in environments where people grow.
• A pragmatic problem solver -You diagnose issues objectively, separate out the noise, and take decisive action to move the organization forward.
• A composed multi-tasker - You manage competing priorities with strong organization, attention to detail, and a steady presence under pressure.
• A people-first leader -You bring genuine warmth and curiosity to your interactions, and you are energized by helping others feel supported, heard, and successful.

What You Have

• Bachelor’s degree in Human Resources, Business, or a related field.
• 10+ years of progressive HR leadership experience in a rapidly changing, growth-oriented, and performance-driven environment.
• Demonstrated experience setting strategic direction for the HR function and serving as a trusted advisor and confidant to senior leaders.
• Proven success operating both strategically and tactically; able to architect a vision and personally execute against it.
• Deep experience influencing across a complex, cross-functional organization, including building productive relationships with all stakeholders.
• Strong business acumen and commercial fluency - a working knowledge of how strategies translate into results, and how People decisions impact the bottom line.
• Track record of building trust at scale - with executives, managers, and individual contributors—through consistency, transparency, and sound judgment.
• Demonstrated ability to manage the People Operations budget and other key financial measures of the function.
• Advanced proficiency with technology; comfort with modern HRIS, ATS, people analytics and Ai tools.
• Experience leading the people workstream in M&A diligence and integration is strongly preferred.

Compensation, Benefits & Perks

We work hard—and we invest in the people who make our success possible. We offer a competitive package designed to keep our team healthy, supported, and engaged.

• Base salary of $200,000 - $225,000 dependent on experience
• 100% company-paid health, dental, and vision coverage
• Company-paid life insurance, short-term, and long-term disability
• Unlimited paid time off - we trust your discretion
• Opportunities for profit sharing, bonuses, and ownership
• 401k plan
• Cell phone reimbursement

Equal Opportunity

Infillion is committed to building an inclusive and diverse workplace and is proud to be an equal opportunity employer. We do not discriminate on the basis of race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status, or any other legally protected status.