Head of People

What You'll Do

• Partner with the founders and exec team on workforce planning, org design, and people strategy
• Improve our listening infrastructure and turn the signal into a weekly people-health read for the exec team
• Own retention and engagement: spot risk early and intervene before departures
• Keep the company compliant across all jurisdictions we operate in; own policies and the employee handbook
• Own compensation philosophy: benchmarking, comp bands, equity refresh strategy, and job architecture (with Finance and Operations)
• Set performance strategy: audit and improve our review cycle
• Develop our manager layer through coaching and a structured development program
• Use people data and insights to inform decisions and continuously improve our programs
• Be a confidential first stop for employees on hard things: conflict, concerns, sensitive situations
• Handle departures with dignity and downstream implications thought through

What We're Looking For

• 8–10+ years of progressive People/HR experience, with 3+ years in a leadership role
• A track record of interventions that surfaced people risk early and measurably reduced attrition
• Experience running structured listening programs and making the signal actionable for leadership
• You've lived the 50→150+ scaling transition and know what breaks at each inflection point
• You've run a full performance cycle end-to-end, including design, calibration, manager coaching, comp changes
• Deep compensation fluency: benchmarking, bands, and equity refresh strategy
• Multi-state and international employment fluency
• Executive-level candor: comfortable delivering hard feedback to founders without being asked
• Exceptional discretion and judgment in sensitive situations
• Experience supporting a fast-growing company
• You've coached first-time and mid-level managers with measurable improvement

Nice to Have

• Familiarity with our stack: Rippling, Ashby, Deel
• You've built or led a People team → we want a builder in this seat