Head of People

About BRINC

The company is redefining public safety with innovative tools like drones and throw phones. It has developed 911 response networks using drones to enhance safety and de-escalate situations. Over 600 public safety agencies use BRINC's solutions, and the company has raised $150M from investors.

About This Role

The Head of People will lead BRINC’s human resources and talent acquisition strategy, focusing on attracting, retaining, and developing top talent to support first responders in saving lives.

Key Responsibilities

• Lead the People function, including talent acquisition, performance management, employee engagement, and organizational development.
• Develop and implement strategies for attracting, retaining, and developing top talent in alignment with the company’s long-term goals.
• Partner with senior leadership to shape the company’s culture, ensuring alignment with organizational values, mission, and vision.
• Oversee the implementation of effective talent management strategies, including succession planning, and in the future, leadership development and career pathing.
• Drive performance management processes, including goal setting, feedback, and employee development plans, to ensure a high-performance culture.
• Create competitive compensation and benefits programs that align with industry standards and company objectives.
• Provide strategic guidance and support for employee relations, resolving conflicts, and fostering an inclusive, collaborative environment.
• Develop and manage employee engagement initiatives, including surveys, feedback loops, and programs aimed at improving employee satisfaction and retention.
• Monitor and analyze people data to identify trends, address potential challenges, and make data-driven recommendations to improve people practices.
• Create and design delivery of training and development programs to support employee growth, leadership, and skills development.
• Work closely with cross-functional teams, including Finance, Engineering, Revenue, and Operations, to ensure the alignment of People initiatives with company priorities and legal compliance.
• Build and maintain strong relationships with employees across all levels of the organization, ensuring open communication channels and a strong sense of trust.
• Lead change management initiatives to support the company’s growth, scalability, and evolving needs.
• Stay up-to-date with HR best practices, industry trends, and regulatory changes to ensure the organization remains competitive and compliant.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field or equivalent years of experience in lieu of an education.
• 8+ years of experience in talent acquisition, with at least 4 years in a leadership role owning a recruiting function at a high-growth company.
• Experience working in a high-growth or startup environment.
• Proven experience in people management, talent acquisition, organizational development, and performance management.
• Strong expertise in HR strategy, including developing and implementing people programs and policies that align with company goals.
• Strong understanding of pre-IPO, startup equity and working with both ISO’s and RSU’s.
• Experience working closely with executive leadership to influence organizational culture and business outcomes.
• Excellent communication and interpersonal skills, with the ability to engage and influence employees at all levels of the organization.
• Strong analytical skills with the ability to interpret people data and make strategic decisions.
• Experience with HR technology, systems, and tools (e.g., HRIS, applicant tracking systems).
• Ability to manage multiple projects simultaneously and adapt to a fast-paced, dynamic work environment.
• High level of emotional intelligence and a demonstrated ability to foster a positive and inclusive work culture.
• Own workforce planning and forecasting in partnership with finance and executive leadership.

Preferred Skills

• Master’s degree in Human Resources, Organizational Development, or a related field.
• SHRM-SCP, SPHR, or other HR certifications.
• Expertise in compensation strategy, benefits design, and employee relations.
• Knowledge of labor laws and HR compliance, with experience managing employee relations issues in a diverse workforce.
• Experience leading organizational change and scaling teams during periods of growth.
• Familiarity with talent management frameworks, leadership development programs, and performance management systems.
• Background and/or deep familiarity with working in Talent Acquisition with proven success in recruiting and deep knowledge of the roles of recruiting coordinator, sourcer or recruiter.