Head of People Operations

Responsibilities:

Strategic People Leadership

• Serve as a strategic partner to the COO and executive team on people strategy and organizational design
• Support executives in scaling teams, refining organizational structures, and strengthening leadership capabilities
• Lead change management to ensure smooth transitions and transformation during growth
• Align HR initiatives directly with business objectives, ensuring people strategy drives business results
• Design company-wide people programs and frameworks (performance management, compensation, career development)

People Operations & Infrastructure

• Own and optimize people operations systems, processes, and technology stack (HRIS, benefits platforms, compliance tools)
• Collaborate with the Director of Talent Acquisition, who owns recruiting execution, to align hiring strategy, headcount planning, and operational scalability
• Build and manage operational infrastructure including benefits strategy, vendor relationships, and compliance
• Manage people operations budget including headcount, benefits, tools, and programs
• Ensure compliance with federal, state, and local employment laws across all locations
• Design compensation and rewards structures that are competitive and equitable
• Administer performance management systems that encourage accountability and excellence

Team Leadership

• Lead, mentor, and support a small but impactful People team
• Provide clear direction while empowering team members to own their areas of expertise
• Set strategic direction for how the People team operates and delivers value
• Build additional people operations capability as the company scales

Culture & Employee Experience Strategy

• Set strategic direction for culture, engagement, and employee experience
• Partner with Director, HRBP to ensure consistent implementation across all business functions
• Foster an environment where employees feel engaged, supported, and motivated to grow

Requirements:

• 8+ years of progressive HR/People experience, including direct ownership of HR strategy and operations in a high-growth tech or startup environment
• Proven experience building and managing people operations teams
• Proven ability to design scalable people systems and infrastructure while also being hands-on with operational needs
• Experience advising and influencing executives at C-suite level
• Strong knowledge of HR compliance, employment law, and global workforce planning
• Deep expertise in HRIS systems, benefits design, and people operations
• Data-driven approach to decision-making