Head of People

About the role

We're a 40-person company and will pass 50 this year. The role involves building our People function from its early foundations, including onboarding, developing, reviewing, and rewarding people, and shaping the team itself through workforce planning and forecasting with leadership. The role also includes running hiring, owning compensation benchmarking and leveling, and building a visible engineering culture.

Responsibilities

• Build a growth and performance system: semi-annual reviews built on our growth model, plus 360° feedback and development plans.
• Enable team growth by fostering a coaching, feedback, and development culture.
• Own onboarding processes to get new hires doing real work in week one, and build a community and culture that keeps 50 people feeling like one team.
• Own compensation benchmarking and leveling to reward distinctiveness consistently and defensibly.
• Shape the team through workforce planning and forecasting with leadership.
• Run hiring, including managing the hiring plan, conducting interviews and assessments, and working with external recruiting partners.
• Build always-on pipelines of active and passive candidates, and develop strong tooling and automation for the ATS and candidate experience.

Requirements

• Smart, pragmatic, and fast: able to untangle complex problems, logically break them down, and drive the most important changes first.
• High EQ, genuinely social: able to understand people well, candidates and teammates open up to you, and a week full of conversations energizes rather than drains you.
• Entrepreneurial, even scrappy: able to build things from nothing without a playbook.
• Grit: high energy, high follow-through, unglamorous work doesn't scare you, and you care how people grow.
• Exposure to recruiting or people development: enough to tell a strong candidate from a weak one.

Qualifications

• Experience in a similar role or equivalent experience in a related field.
• Proven track record of building and leading teams.
• Strong understanding of talent management and performance management systems.
• Experience with compensation benchmarking and leveling.
• Ability to build and maintain strong relationships with key stakeholders.

Skills

• Strategic thinking and execution.
• People development and coaching.
• Talent acquisition and management.
• Compensation and benefits design.
• Team building and culture creation.

Benefits

• Competitive salary range: $180K - $230K.
• Healthcare benefits.
• Flexible work schedule.
• Professional development opportunities.
• Work-life balance.

Pay

• $180K - $230K

Schedule

• Full-time