Head of People

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, and retrospectives.

• Determine the expected outcomes for each performance cycle and identify elements to be eliminated.

• Oversee total rewards, including the design of compensation bands, benchmarking methodologies, benefits renewals, and annual compensation cycles.

• Ensure compliance with multi-state HR registration, I-9 regulations, employee handbooks, classification, postings, escalation, and coverage protocols.

• Empower managers to engage in performance discussions and calibrations, especially regarding challenging rating discrepancies.

• Develop playbooks and self-service resources for managers.

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

• Recognize manual tasks within people processes and create effective automation and tools.

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

• Establish decision rights for team members concerning independent choices, recommendations, and escalations.

• Achieve first-year targets, which include timely delivery of the annual cycle, resolving the compliance backlog, enhancing manager calibration, minimizing time managers spend on cycles, and augmenting report decision authority.

⛳️ Requirements

• Experience managing a full performance cycle from start to finish multiple times within an organization of 150 or more employees.

• Proven background in overseeing performance management design, timelines, manager preparation, calibration, rollout, and retrospectives.

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

• Capability to justify compensation decisions to a CFO.

• HR compliance expertise covering multi-state registration, I-9 adherence, handbooks, classification, and postings.

• Proven track record of inheriting and resolving an HR compliance backlog.

• Experience in establishing a people system that remains utilized and recognized two cycles later.

• Background in automating or reconstructing a people process that enhanced speed while maintaining or improving quality, with tangible evidence of adoption.

• Experience in scaling a company of this size to significantly larger, either in headcount or revenue, more than once.

• History of coaching, mentoring, and developing a team that achieved exceptional results.

• Player-coach experience: managing a team while also contributing personally to deliverables.

• This should not be the candidate's inaugural Director-level people role.

• Compliance knowledge is essential, but it should not be the sole or main focus.

• Ability to differentiate between process issues and manager capability issues.

• Possession of opinions and specific examples relating to improvements in performance management.

🏝️ Benefits

• Remote-first work arrangement.

• A diverse and inclusive team and culture.

• An equal employment opportunity workplace.

• Opportunity to manage a function with direct executive impact.

• Professional coaching, mentoring, and team development opportunities.

• A tech-centric and AI-forward working environment.