Head of People

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

📋 Description

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

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

• Manage HR compliance, covering multi-state registration, I-9 requirements, handbooks, classifications, postings, backlog remediation, escalation, and coverage protocols.

• Support managers in performance conversations and calibration processes.

• Develop playbooks and self-service resources for managers.

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

• Identify and automate people processes that should not be manually executed.

• Create practical tools for managers that enhance efficiency and the quality of conversations.

• Lead an HR Business Partner and a Total Rewards and People Analytics leader.

• Define decision rights for team members and cultivate their authority.

• Manage the delivery of the annual cycle while improving manager efficiency and conversation quality.

⛳️ Requirements

• Full ownership of the performance cycle from start to finish, demonstrated more than once in an organization with 150+ employees.

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

• Experience in HR compliance as a constant focus, including multi-state registration, I-9 verification, handbooks, classifications, and postings.

• Established, adopted, and sustainable people systems that remained effective two cycles later.

• Automated or restructured a people process that enhanced speed while preserving or improving quality, resulting in team adoption.

• Experience scaling a company of similar size to significantly larger, either in headcount or revenue, on multiple occasions.

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

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

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

• Preferred: insights and examples regarding enhancements in performance management.

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

• Preferred: readiness to address uncomfortable topics during calibration discussions.

🏝️ Benefits

• Remote-first team environment.

• A diverse and inclusive team culture.

• Equal Employment Opportunity company.