Leads full People/HR strategy for hyper-growth fintech startup, building HR team, performance systems, and culture while partnering with CEO on org design and talent decisions. Requires 12+ years scaling SaaS/tech companies.
Partners with GTM leaders in sales, customer success, and Legal Engineering to build high-performing teams, coach managers, drive performance, and handle employee relations in a fast-paced environment. Requires 6-10+ years as a People Business Partner.
Manages San Francisco office employee experience by planning events, handling vendor relations, and fostering inclusive culture. Requires 3+ years in employee engagement or office management with strong organizational skills.
Leads SF office operations and designs employee engagement programs like offsites, travel, and onboarding to build trust and accelerate priorities in a distributed team. Requires 6+ years in workplace/employee/people ops with strong systems-building and vendor management skills.
Owns full employee lifecycle, HR operations, compliance, and systems like Rippling as first HR hire at AI startup. Requires 4-7 years HR experience, California law familiarity, and startup scaling expertise in onsite San Francisco role.
Owns company-wide compensation strategy, programs, equity grants, and review cycles. Advises leaders on competitive offers and leveling in high-growth tech environment. Requires 8+ years experience and strong analytical skills.
Designs and delivers compensation programs including salary structures, incentive plans, and variable pay for Customer Experience teams. Partners with leadership, Revenue Operations, and Finance to align with business goals; requires 8+ years compensation experience.
Designs and delivers compensation programs including salary structures, incentives, and variable pay for Customer Experience. Partners with leadership, Revenue Ops, and Finance to align with business goals. Requires 6+ years in compensation, tech preferred.
Build and scale People Operations systems for onboarding, compensation, benefits, compliance, performance, and culture at a high-growth AI company. Requires 5-10 years HR generalist experience in high-volume, non-exempt workforce environments.
Leads talent operations team supporting 40+ recruiters, owning recruiting tech stack, headcount planning, interview operations, compliance, and candidate experience in a high-growth environment. Requires 8+ years experience with expertise in scalable recruiting systems.
Partners with leadership on people strategy, talent planning, org design, and performance management. Coaches managers and employees while analyzing people data to drive retention and business growth. Requires 8+ years HR experience.
Build and scale PeopleOps function for growing AI startup, managing HR systems like Rippling, compliance, employee engagement, and manager coaching. Requires 6+ years experience in high-growth SaaS, strategic operations, and in-office NYC presence.
Lead People Operations as a strategic partner to the COO and executive team at a fast-growing AI infrastructure company. Own HR strategy, scalable systems, compliance, compensation, culture, and a small People team in a remote, high-growth startup environment.
Leads HR strategies for the Real Estate team focused on data center development, driving organizational development, change management, employee growth, engagement, and retention. Partners with leadership on performance management, career development, and talent planning in a fast-paced environment.
Strategic compensation lead partnering with R&D founders and leadership to design compensation models for attracting and retaining technical talent. Handles job architecture, market pricing, equity strategies, and high-stakes decisions with strong analytical skills.
Designs and manages compensation plans focused on GTM roles, translating strategy into scalable incentives. Partners with leadership to ensure competitive, compliant plans using advanced Excel modeling. Requires 7+ years in sales comp design for enterprise SaaS.
Leads people strategy at a high-growth AI fintech startup, building performance management, compensation frameworks, and culture initiatives from foundational to strategic level. Partners with CEO on talent decisions, org design, and scaling from 50 to 200+ employees; requires 5-8+ years HR experience in startups.
Strategic HR leader overseeing all people functions including recruiting, employee lifecycle, culture, and retention for a fast-growing real estate tech company. Requires 6+ years experience scaling people programs in startups.
Strategic People Partner embedded with EPD, GTM, and Ops leaders at a high-growth AI startup. Drives business outcomes through proactive people strategies, data-driven insights, AI automation, and leadership coaching. Requires 8+ years HRBP experience in tech.
Senior Manager, People Business Partner shapes people strategy for G&A teams, manages a PBP team, advises on performance, employee relations, and organizational development. Requires 8+ years HRBP experience in fast-growing tech companies.
Manages HR systems, compliance, payroll, benefits, and employee lifecycle processes in a fast-growing fintech/crypto company. Optimizes tools like HRIS/ATS, ensures global regulatory compliance, and provides people analytics for leadership.
Support Go To Market Team as HR Business Partner by executing HR programs, coaching managers, handling employee queries, and optimizing processes in a high-growth environment. Requires 3-5 years HR experience and knowledge of employment laws.
Strategic HR Business Partner supporting employee lifecycle, performance, and culture initiatives for corporate teams in a high-growth health tech company. Partners with leadership on org design, compliance, and people programs requiring 5+ years HR experience.
Senior HR Business Partner supporting Engineering and Retail teams with performance management, employee relations, talent programs, and scaling people initiatives in a hybrid role.
Manages HR systems, employee lifecycle, compliance, and operations for a global workforce in a hyper-growth startup. Requires 4-7 years in People Ops/HR with international experience and process-building expertise.
Strategic HR Business Partner to R+D executives, shaping people strategy, org design, performance management, and leadership development in a high-growth environment.
People Operations Manager building HR infrastructure, talent programs, and culture for a fast-growing AI startup scaling from 40 to 80 employees. Owns full employee lifecycle, compliance, immigration, and engagement initiatives in a high-ambiguity environment.
Manages full employee lifecycle including onboarding, payroll, benefits, compliance, and engagement events. Requires 2-4 years HR/People Ops experience at high-growth tech firms, HR analytics skills, and strong organizational abilities.
Manages full employee lifecycle including onboarding, payroll, benefits, compliance, and office operations. Oversees employee engagement, relations, and fosters inclusive culture; requires 3-5 years HR/People Ops experience in high-growth tech and bachelor's degree.
People Partner builds relationships with business leaders to advise on people strategies, develops HR programs for performance and growth, coaches employees on issues, and drives data-informed retention decisions. Requires 3+ years experience thriving in fast-paced environments.
Leads full People/HR strategy for hyper-growth fintech startup, building HR team, performance systems, and culture while partnering with CEO on org design and talent decisions. Requires 12+ years scaling SaaS/tech companies.
Partners with GTM leaders in sales, customer success, and Legal Engineering to build high-performing teams, coach managers, drive performance, and handle employee relations in a fast-paced environment. Requires 6-10+ years as a People Business Partner.
Manages San Francisco office employee experience by planning events, handling vendor relations, and fostering inclusive culture. Requires 3+ years in employee engagement or office management with strong organizational skills.
Leads SF office operations and designs employee engagement programs like offsites, travel, and onboarding to build trust and accelerate priorities in a distributed team. Requires 6+ years in workplace/employee/people ops with strong systems-building and vendor management skills.
Owns full employee lifecycle, HR operations, compliance, and systems like Rippling as first HR hire at AI startup. Requires 4-7 years HR experience, California law familiarity, and startup scaling expertise in onsite San Francisco role.
Owns company-wide compensation strategy, programs, equity grants, and review cycles. Advises leaders on competitive offers and leveling in high-growth tech environment. Requires 8+ years experience and strong analytical skills.
Designs and delivers compensation programs including salary structures, incentive plans, and variable pay for Customer Experience teams. Partners with leadership, Revenue Operations, and Finance to align with business goals; requires 8+ years compensation experience.
Designs and delivers compensation programs including salary structures, incentives, and variable pay for Customer Experience. Partners with leadership, Revenue Ops, and Finance to align with business goals. Requires 6+ years in compensation, tech preferred.
Build and scale People Operations systems for onboarding, compensation, benefits, compliance, performance, and culture at a high-growth AI company. Requires 5-10 years HR generalist experience in high-volume, non-exempt workforce environments.
Leads talent operations team supporting 40+ recruiters, owning recruiting tech stack, headcount planning, interview operations, compliance, and candidate experience in a high-growth environment. Requires 8+ years experience with expertise in scalable recruiting systems.
Partners with leadership on people strategy, talent planning, org design, and performance management. Coaches managers and employees while analyzing people data to drive retention and business growth. Requires 8+ years HR experience.
Build and scale PeopleOps function for growing AI startup, managing HR systems like Rippling, compliance, employee engagement, and manager coaching. Requires 6+ years experience in high-growth SaaS, strategic operations, and in-office NYC presence.
Lead People Operations as a strategic partner to the COO and executive team at a fast-growing AI infrastructure company. Own HR strategy, scalable systems, compliance, compensation, culture, and a small People team in a remote, high-growth startup environment.
Leads HR strategies for the Real Estate team focused on data center development, driving organizational development, change management, employee growth, engagement, and retention. Partners with leadership on performance management, career development, and talent planning in a fast-paced environment.
Strategic compensation lead partnering with R&D founders and leadership to design compensation models for attracting and retaining technical talent. Handles job architecture, market pricing, equity strategies, and high-stakes decisions with strong analytical skills.
Designs and manages compensation plans focused on GTM roles, translating strategy into scalable incentives. Partners with leadership to ensure competitive, compliant plans using advanced Excel modeling. Requires 7+ years in sales comp design for enterprise SaaS.
Leads people strategy at a high-growth AI fintech startup, building performance management, compensation frameworks, and culture initiatives from foundational to strategic level. Partners with CEO on talent decisions, org design, and scaling from 50 to 200+ employees; requires 5-8+ years HR experience in startups.
Strategic HR leader overseeing all people functions including recruiting, employee lifecycle, culture, and retention for a fast-growing real estate tech company. Requires 6+ years experience scaling people programs in startups.
Strategic People Partner embedded with EPD, GTM, and Ops leaders at a high-growth AI startup. Drives business outcomes through proactive people strategies, data-driven insights, AI automation, and leadership coaching. Requires 8+ years HRBP experience in tech.
Senior Manager, People Business Partner shapes people strategy for G&A teams, manages a PBP team, advises on performance, employee relations, and organizational development. Requires 8+ years HRBP experience in fast-growing tech companies.
Manages HR systems, compliance, payroll, benefits, and employee lifecycle processes in a fast-growing fintech/crypto company. Optimizes tools like HRIS/ATS, ensures global regulatory compliance, and provides people analytics for leadership.
Support Go To Market Team as HR Business Partner by executing HR programs, coaching managers, handling employee queries, and optimizing processes in a high-growth environment. Requires 3-5 years HR experience and knowledge of employment laws.
Strategic HR Business Partner supporting employee lifecycle, performance, and culture initiatives for corporate teams in a high-growth health tech company. Partners with leadership on org design, compliance, and people programs requiring 5+ years HR experience.
Senior HR Business Partner supporting Engineering and Retail teams with performance management, employee relations, talent programs, and scaling people initiatives in a hybrid role.
Manages HR systems, employee lifecycle, compliance, and operations for a global workforce in a hyper-growth startup. Requires 4-7 years in People Ops/HR with international experience and process-building expertise.
Strategic HR Business Partner to R+D executives, shaping people strategy, org design, performance management, and leadership development in a high-growth environment.
People Operations Manager building HR infrastructure, talent programs, and culture for a fast-growing AI startup scaling from 40 to 80 employees. Owns full employee lifecycle, compliance, immigration, and engagement initiatives in a high-ambiguity environment.
Manages full employee lifecycle including onboarding, payroll, benefits, compliance, and engagement events. Requires 2-4 years HR/People Ops experience at high-growth tech firms, HR analytics skills, and strong organizational abilities.
Manages full employee lifecycle including onboarding, payroll, benefits, compliance, and office operations. Oversees employee engagement, relations, and fosters inclusive culture; requires 3-5 years HR/People Ops experience in high-growth tech and bachelor's degree.
People Partner builds relationships with business leaders to advise on people strategies, develops HR programs for performance and growth, coaches employees on issues, and drives data-informed retention decisions. Requires 3+ years experience thriving in fast-paced environments.