For one of our clients, we are looking for a Vice President of Human Resources who can construct the people foundation of a fast-growing company. This position is based in Amsterdam, requires four days in the office, and is a full-time permanent contract.

This role is not for someone simply seeking the next job; it’s for an individual who desires to create a lasting impact. The company is developing a multi-country platform at an unprecedented pace, entering new markets and forming new teams every quarter. This is a demanding and complex environment, but it also presents a rare opportunity to build the human foundation of a company with the CEO as your direct partner.

The ideal candidate will prioritize this role above all else, fully committing to building the foundation of the company as they embark on the next chapter of their career. If this resonates with you, we encourage you to continue reading.

The company is dedicated to fostering individual and community development, creating a space where people come to act, create, and grow rather than just occupy a position. Ideas take precedence over hierarchy, and departments collaborate as one cohesive team instead of functioning in silos. Excellence is expected and personal, and the culture is intentionally non-corporate: sharp in thinking, liberal in spirit, and focused on results.

You will report directly to the CEO and be part of the senior leadership team as the company expands into new markets. You will own the human system, overseeing how they hire, onboard, develop leaders, and maintain a cohesive culture across diverse markets.

This is a build-from-scratch mandate. Specifically, you will:

• Establish the HR roadmap that supports sustainable scaling across multiple locations and countries.
• Embed a unified culture across all sites to ensure growth does not dilute the company’s identity.
• Plan workforce requirements around peak periods, aligning recruitment, onboarding, and compliance readiness with launch dates in new markets.
• Develop a singular compensation and benefits structure that is locally competitive yet consistent across markets.
• Create a leadership pipeline by identifying and nurturing internal manager-track talent rather than solely relying on external hires.
• Define an engaging employee experience that retains talent in a high-turnover industry, collaborating with local legal counsel in each market.
• Professionalize the HR function by building the team and processes that can keep pace with the business and scaling the team as the company grows.

You will start with a small HR Business Partner team that supports leadership in payroll, employee relations, and people operations, while the rest of the HR function is yours to develop.