Head of People Operations
New York, NYPeople OpsOnsite8+ YOE
Summary
Builds and scales the full people function from scratch, owning recruiting, org design, performance management, compensation, and people analytics. Reports to VP of Finance and aligns people investments with company growth and profitability.
About the role
Core Responsibilities
Technical and specialized recruiting
- Develop and execute strategic recruiting plans to identify, source, and hire highly qualified candidates, with a focus on technical and specialized roles (engineering, concierge leadership, partnerships, and senior finance)
- Take a highly organized and data-driven approach to candidate tracking and funnel metrics
Org design and workforce planning
- Ensure clear ownership, roles, and accountability across all functions
- Build and manage headcount planning in partnership with Finance
- Align hiring plans with budget, revenue goals, and TPV growth
Performance management
- Build and enforce KPI frameworks across all teams
- Ensure every team is staffed and structured to deliver against their goals
- Identify underperformance early and drive improvement plans or transitions
- Partner with Finance to tie performance to economic output
Hiring and onboarding
- Own end-to-end hiring process across all functions
- Ensure hiring aligns with approved headcount plan and budget
- Standardize interview processes and hiring criteria
- Build best-in-class onboarding programs to ramp new hires quickly and effectively
Compensation and benefits
- Own and evolve the company’s compensation philosophy, salary bands, and equity grant framework
- Design and manage benefits programs in line with company stage and team needs
People analytics and reporting
- Build reporting on headcount, productivity, and cost efficiency
- Provide regular insights to leadership to inform hiring and org decisions
Compliance and employment operations
- Own employment law compliance, offer letters, I-9s, and state registrations across all Atlas locations
- Ensure the company remains compliant as the team scales across multiple states
Retention and team health
- Monitor team engagement, workload, and risk
- Build career paths and progression frameworks
- Ensure retention of top performers while managing overall team efficiency
- Define and reinforce the operating culture as the team scales
Success Metrics
- Engineering hiring cycle under 30 days
- 90-day onboarding completion rate above 95%
- Quarterly org reviews delivered to leadership
- Improved team performance against core KPIs
- Reduction in operational gaps
- Increased retention of top performers
- Clear and scalable org structure across all teams
Skills
RecruitingOrg DesignWorkforce PlanningPerformance ManagementCompensation StrategyPeople AnalyticsEmployment ComplianceHeadcount PlanningKPI FrameworksOnboarding Programs