Head of HR

This is a fully remote position, open to applicants in United States.

📋 Description

• Take charge of the mid-year and annual performance management cycles from start to finish, which includes design, timelines, communication, execution, retrospectives, and decisions regarding changes.

• Manage compensation bands, benchmarking methodology, benefits renewals, annual compensation cycles, leveling, and pay alignment.

• Oversee HR compliance, encompassing multi-state registration, I-9 documentation, employee handbooks, classification, postings, backlog closure, escalation, and coverage protocols.

• Equip managers for performance discussions and calibration.

• Develop playbooks and self-service resources tailored for managers.

• Provide ongoing support for approximately three dozen front-line managers.

• Identify and automate processes that should not be handled manually.

• Create practical tools that managers will utilize.

• Lead and develop an HR Business Partner along with a Total Rewards and People Analytics lead.

• Define decision rights for team members regarding decision-making, recommendations, and escalations.

• Achieve first-year outcomes, including executing the annual cycle, enhancing calibration, resolving the compliance backlog, reducing manager time, improving performance discussions, and increasing decision authority for reports.

⛳️ Requirements

• Proven experience managing a complete performance cycle from start to finish, more than once, in an organization with 150 employees or more.

• Background in leading performance cycle design, timelines, manager preparation, calibration, rollout, and retrospectives.

• Experience managing compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles.

• Capacity to justify compensation decisions to a CFO.

• HR compliance experience that includes multi-state registration, I-9, handbooks, classification, and postings.

• Proven ability to inherit and clear an HR compliance backlog.

• Experience in building, promoting adoption for, and sustaining a people system over multiple cycles.

• Experience in automating or restructuring a people process that improved speed while maintaining or enhancing quality and achieving team buy-in.

• History of scaling a company of a similar size to significantly larger, either in headcount or revenue, on more than one occasion.

• Experience in coaching, mentoring, and developing a team that has achieved exceptional outcomes.

• Player-coach experience: leading a team while personally delivering work.

• This is not a first-time Director-level role in people management.

• Preferred: insights and examples regarding performance management improvements.

• Preferred: ability to differentiate between process-related issues and manager capability challenges.

• Preferred: openness to raising difficult issues in calibration sessions.

🏝️ Benefits

• Remote-first work environment.

• Opportunity to take ownership of outcomes and a function with immediate responsibilities.

• Exposure to executives and presentation opportunities with the C-suite.

• A tech-forward and AI-enhanced work atmosphere.

• Chance to develop automation and tooling.

• Culture of direct and respectful feedback.

• Diverse and inclusive team and culture.

• Equal Employment Opportunity workplace.