Who You Are

Goodway is entering a new phase of growth and transformation, including a rebrand, evolving operating model, and increasing use of AI and technology to reshape how work gets done. 

The VP, People Experience will lead the strategy and execution of Goodway’s people function, ensuring the organization is structured, operating effectively, and equipped to support the company’s next stage of growth. 

This is not a traditional HR leadership role. This is a business-critical transformation role focused on building a high-performing, scalable, and accountable organization. This role goes beyond traditional HR leadership. The VP PX will help design the future workforce, leadership capability, and organizational structure required to deliver Goodway’s strategy. Working closely with the executive team, this leader will translate business priorities into clear workforce strategies, simplify and modernize people systems, and ensure the organization is prepared for evolving roles, skills, and ways of working in an AI-enabled environment. 

Goodway Group is a 97-year-old privately held business, and therefore culture and behaviors are very important. We are seeking a People Leader who can find the right balance between ‘retaining the magic of our long heritage’ and evolving the culture to be high performing with embedded accountability, which will inevitably lead to ‘parting with some baggage from the past.’ This role requires someone who can evolve culture while introducing greater clarity, consistency, and accountability across the organization. Goodway Group has multiple strong people orientated initiatives including Council, RISE, Mentoring and Goodway Cares (not for profit) and this role requires someone who can evolve culture while introducing greater clarity, consistency, and accountability across the organization.

What You Will Do

People Strategy & Organizational Design 

• Define and lead Goodway’s people’s strategy in alignment with the company’s growth and transformation agenda. 
• Translate business priorities into workforce planning, organizational design, and talent strategies. 
• Support leadership in designing teams, structures, and decision-making frameworks that enable performance and scalability. 

 Operational Excellence & Simplification

• Audit and simplify People systems, processes, and tooling
• Build clear workforce visibility for leadership (headcount, performance, compensation, tenure)
• Improve performance and compensation cycles to be efficient, consistent, and actionable
• Move the function from reactive support to a disciplined operating partner

Leadership & Team Development 

• Build and lead a high-performing People Experience team that acts as a strategic partner to the business. 
• Strengthen leadership capability across the organization through coaching, leadership development, and improved management practices. 
• Ensure leaders are equipped to guide teams through change and evolving ways of working. 

Talent & Capability 

• Oversee the full talent lifecycle including hiring, development, succession planning, and retention. 
• Identify critical capabilities required for the future and develop strategies to build those capabilities internally. 
• Develop a pro-active talent strategy to identify strong talent in market and ensure that we improve our ability to ‘hire-in-time' for client needs  
• Align learning and development initiatives to business priorities and emerging skill needs. 
• Ensure talent strategy is aligned to growth, client demand, and business performance.

People Experience & Culture 

• Be the architect of a modern, high performing and customer centric culture whilst preserving the power of the Goodway (Group) culture defined by the goal of being ‘thriving, caring and fun.’  
• Foster a high-performing, inclusive culture that supports both employee engagement and accountability. 
• Strengthen employee experience and engagement while maintaining focus on organizational effectiveness and business outcomes. 

Future of Work & AI Readiness 

• Partner with technology and business leaders to prepare the workforce for evolving roles and AI-enabled ways of working. 
• Support role redesign, capability development, and leadership readiness as technology reshapes workflows and team structures. 
• Bring a practical, execution-focused approach to AI adoption, not just strategy.

Executive Partnership 

• Serve as a trusted advisor to the COO, CEO and executive team on organizational effectiveness, talent strategy, and workforce planning. 
• Use data and insights to inform people-related decisions and identify opportunities to improve organizational performance. 
• Bring a clear point of view and influence senior leaders on critical workforce and organizational decisions.

What You Bring

• Significant leadership experience in People, HR, Talent, or Organizational Development roles, ideally in a high-growth or transformation environment. 
• Demonstrated success leading organizational change, workforce strategy, and leadership development initiatives. 
• Proven experience leading end-to-end People functions in high-growth or transformation environments
• Strong experience partnering with senior leaders.
• Ability to connect People strategy to business outcomes (revenue, margin, productivity)
• Experience developing and managing a global, remote workforce.
• Strong operational mindset with a bias toward simplification and execution
• Experience building scalable systems (performance, compensation, HRIS)
• Ability to translate business strategy into practical workforce and organizational plans. 
• Experience leading and developing high-performing teams. 
• Strong communication, influence, and executive presence with the ability to build trust across all levels of the organization. 
• Experience working in modern, fast-evolving organizations, particularly those undergoing digital or operational transformation. 
• Familiarity with future-of-work trends, including automation and AI, and their implications for roles, skills, and workforce design. 
• Bachelor's degree in human resources, Business, Organizational Development, or related field required. 
• Advanced HR certifications such as SHRM-SCP or SPHR preferred. 

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Who You Are

Goodway Group is looking for a strategic, commercially minded VP, Marketing & Growth to lead how we show up in market and how marketing contributes to growth. This person will own Goodway’s positioning, external narrative, reputational strategy, sales enablement, demand generation, and the evolution of the marketing operating model. 

This is not a traditional brand or communications role. It requires a senior leader who can shape the story, build the engine behind it, and translate marketing into proof, pipeline, and commercial impact. The role will partner closely with the COO, CEO, Business Development, and line-of-business leaders to create a more unified market presence for Goodway, while ensuring Overline continues to be marketed appropriately as a distinct consulting brand. 

This leader will also help modernize how marketing operates by introducing clearer systems, stronger prioritization, AI-enabled workflows, and scalable delivery models that may include external partners and offshore resources. The goal is to build a lean, high-performing marketing function that is credible in market, useful to the commercial teams, and designed to scale. 

What You Will Do

• Own and evolve Goodway Group’s positioning, messaging, and market narrative across brand, PR, thought leadership, events, and executive visibility.  
• Build and lead a commercial marketing engine that strengthens sales enablement, improves pitch quality, and creates a repeatable stream of proof points, case studies, testimonials, and market-facing content.  
• Partner closely with Business Development, leadership, and line-of-business teams to align marketing activity with growth priorities, pipeline needs, and a more unified “One Goodway” market presence.  
• Lead demand generation and reputational marketing efforts that increase awareness, consideration, and qualified inbound opportunity across Goodway’s priority markets.  
• Assess and evolve the marketing operating model, including team structure, workflows, tools, partner mix, and the use of AI and offshore production capabilities to improve speed, quality, and efficiency.  
• Establish stronger marketing systems, operating rhythms, and prioritization, so the function is focused, measurable, and tied to business outcomes rather than reactive activity. 

What You Bring

• Significant senior marketing leadership experience in a B2B, agency, consulting, media, retail media, commerce, martech, or complex services business.  
• Proven success in positioning, commercial storytelling, demand generation, and building marketing programs that support growth and revenue outcomes.  
• Strong experience creating sales enablement and market-facing materials that are actually used by commercial teams.  
• Deep understanding of how agency or services businesses operate, including the realities of people-led delivery models, utilization, and commercial support.  
• Experience leading lean teams and using a mix of internal resources, agencies, freelancers, AI tools, and ideally offshore or distributed delivery models to scale output effectively.  
• Strong executive presence, stakeholder management skills, and the ability to operate strategically while also being hands-on, pragmatic, and execution oriented.

What Success Looks Like

• Goodway is clearly and consistently understood in market as a Connected Commerce growth partner.  
• Marketing is contributing to stronger inbound demand, sharper sales materials, better pitch quality, and greater commercial consistency across the business.  
• The company has a stronger cadence of thought leadership, proof points, executive visibility, and market-facing content that builds credibility and consideration.  
• Marketing is operating through a leaner, more scalable model, with smarter use of AI, partners, and delivery resources to improve speed, quality, and efficiency.  
• The function is run with focus, discipline, and measurable impact, with clearer linkage between marketing activity and pipeline, reputation, and growth outcomes. 

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