Vice President of People

About FourKites

FourKites is the fastest-growing predictive supply chain software platform.  We are backed by top-tier VC firms in Silicon Valley, Boston and Chicago and deliver real-time visibility and execution for Fortune 500 companies and third-party logistics firms. Using a proprietary algorithm to calculate shipment arrival times, FourKites enables customers to lower operating costs, improve on-time performance, and strengthen end-customer relationships. We look for smart, agile, creative team players who are ready to roll up their sleeves and deliver for our customers.  With our rapid global growth, we are looking to add a VP of People to lead our growing HR and talent acquisition functions across the US. 

When will I start?

Finding the right person is more important than getting someone quickly.  That said, this is a critical role and are eager to add to team - the sooner the better. 

Who will I report to?

This role will report directly to our President, Sean Fallon.

Who will report to me?

You will manage a team of eight to ten individuals with two direct reports.  Its highly likely that you will want to grow the team over the next six to twelve months, specifically on the learning and development side.

What will I do?

FourKites is one of the most exciting success stories to come out of the Chicago growth stage technology community.  We have grown quickly with a great product, a world class team and a strong set of values.  This role is extremely important as we invest in the future.  We are looking for the right cultural and technical fit to ensure that we tackle today’s challenges and seize on the right opportunities to scale.  In the past year, we have tripled our business and almost doubled our staff.  Now more than ever we have the desire to invest in our people and systems to ensure that we can continue to recognize, reward and retain the best talent.  We are looking for the right fit who will be more than a leader in HR – they will be a strong presence in our Chicago office, taking a genuine interest in what we do as a business. 

This individual will have a variety of responsibilities but their success over the first year will be largely dependent on a few key accomplishments.  First, the Vice President will be a deeply trusted and valued member of our leadership organization and have set up a variety of HR best practices.  We have made a lot of progress and constantly search for areas of improvement.  We value agility – we like to move quickly, try out new things then invest and improve what works.  Currently we are thinking through a variety of initiatives in the HR space including; Long term compensation planning, employee recognition, career pathing, measurement of employee engagement and feedback systems.  In the first few months, the right VP will have defined the most important priorities in these areas and have established quick wins that generate momentum.  Within their first nine to twelve months, they will have clearly articulated their strategy around each of the above and have worked with their team to role out scalable solutions. 

Second, the Vice President will have a strong focus on learning and development.  FourKites has invested in training across all functional teams.  That said, with our rapid growth there is significant opportunity to improve the consistency and quality of this training.  Within their first few months the VP will have a clear picture of how training and onboarding is conducted at FourKites.  Soon after, they will have worked to establish the core, common training content needed for all employees and have rolled out best practices to ensure on-boarding and training programs represent the “voice” and goals of FourKites.  Last, within their first six to nine months they will have developed a clear road-map and begun to implement additional relevant training designed to increase employee engagement.  For example, we like to promote from within and are a truly global organization – training which develops first time managers and educates employees on the impact of cultural biases would be highly valued.

Last, this individual will be the point person on the leadership team to ensure alignment against our strategic goals and ensure those goals flow through the organization.  The VP will be a peer to the other members on the leadership team.  Within the first 90 days they will have established themselves as a trusted coach across this team.  They will work with other leaders as a facilitator to ensure alignment at the highest level.  Additionally, they will have taken the lead on the continued roll out of the FourKites global OKR program which ensures all employees understand and can contribute to the goals of the company.

What will I make?

FourKites offers a competitive base salary, bonus structure and highly competitive equity compensation package.  We are happy to discuss specifics around compensation for this role with qualified candidates during the first interview.

What are the requirements?

It’s not a short list but we want to get it right.  From a cultural perspective, the right candidate will:

  • Be happiest when they are hands on – they will be a leader who leads from the front lines and have a management style that results in a lean and nimble team.

  • Be a strong fit with the FourKites team – a direct, thoughtful individual who is a proven consensus builder and genuinely enjoys building relationships with co-workers.

  • Be, at their core, entrepreneurial, demonstrating the ability to be agile and happy in a high growth, fast changing environment.

  • Be known for running a non-traditional HR organization – they will like to get outside of the HR silo and take the time to understand stakeholder and Company goals.

  • Be comfortable being seen as disruptive – with the experience and confidence to make their voice heard and be credible when advising senior leaders. 

  • Have a growth mindset.  They will think about what the company will look like one, two and three years out and plan for what HR will need to look like when we get there.

  • Be thoughtful in their approach to change and have a track record of backing up new ideas with evidence and data.

From a technical perspective, the right candidate will:

  • Have experience as a key member of a high performing leadership team.  They will be known as a decisive and effective communicator, coach and facilitator.

  • Truly enjoy mentoring and teaching team members in a growth stage environment.  The ideal candidate will be the type of person that coworkers would follow to their next job.

  • Understand the challenges of managing continuous improvement in a fast-growing company.  They will have a background in improving an organization without neglecting their core obligations.

  • Have expertise in several of the following areas:  Career pathing, compensation and benefits planning, training first time managers, sales training, development of global employee feedback and engagement systems, rolling out and maintaining global OKR programs.

  • Have core knowledge of HR compliance issues (termination, benefits, EEO reporting) – PHR or SPHR certification would be ideal.

  • Have made a clear impact at previous companies and will be known for establishing a “best practices” HR environment.

  • Have deep experience designing and implementing on-boarding/training programs across all functional areas that increase employee engagement and retention. 

  • Have demonstrated the ability to standardize “core” training across departments while leaving room for teams to customize according to their needs.

How do I get in touch?

Interested candidates should reach out to Grant Zallis at