Head of HR

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

📋 Description

• Take charge of the performance management function, encompassing mid-year and annual cycles, design, timelines, communication, execution, retrospectives, and decisions for continuous improvement.

• Manage total rewards, which includes designing compensation bands, establishing benchmarking methodologies, overseeing benefits renewals, conducting annual compensation cycles, leveling, and ensuring pay alignment.

• Oversee HR compliance, including multi-state registrations, I-9 documentation, employee handbooks, classification, postings, backlog resolution, escalation procedures, and coverage protocols.

• Empower managers to engage in performance discussions and facilitate calibration.

• Develop playbooks and self-service resources to assist managers.

• Provide continuous support to around thirty front-line managers.

• Identify and automate manual tasks related to performance management, total rewards, compliance, and manager enablement.

• Create practical HR tools that are readily adopted by managers.

• Lead and nurture an HR Business Partner as well as a Total Rewards and People Analytics lead.

• Establish decision-making rights for team members and enhance their authority.

• Achieve first-year objectives, such as managing the annual cycle, resolving the compliance backlog, decreasing the time managers spend on the cycle, enhancing performance discussions, and increasing decision-making authority for reports.

⛳️ Requirements

• Experience overseeing the complete performance cycle from start to finish, multiple times, in an organization with 150+ employees.

• Proven background in managing compensation and benefits, including band design, benchmarking methodologies, benefits renewals, and annual compensation cycles.

• Established HR compliance experience as part of regular responsibilities, including multi-state registration, I-9 documentation, employee handbooks, classification, and postings.

• Developed, implemented, and maintained a people system over a minimum of two cycles.

• Automated or reconstructed a people process that enhanced speed while maintaining or improving quality, with clear evidence of adoption.

• Demonstrated experience in scaling a company of this size significantly in terms of headcount or revenue, on more than one occasion.

• Clear examples of coaching, mentoring, and developing a team that achieved remarkable outcomes.

• Player-coach experience: leading a team while also contributing personally to the work.

• Not a first-time Director-level role in people management.

• Preferred: insights and examples related to performance management, process versus manager capability assessment, and a readiness to address challenging issues during calibration.

🏝️ Benefits

• Remote-first team environment.

• A diverse and inclusive team culture.

• Equal Employment Opportunity employer.