Location: San Francisco Bay Area or Los Angeles. Remote to start, but plan is to build out co-location strategy.
Salary: Depends on a blend of equity/salary. At least $175K

What you’ll Do

• Talent Strategy & Organizational Design
• Own the end-to-end hiring engine — from top-of-funnel through close — with an emphasis on quality, velocity, and team fit
• Build and maintain talent pipelines that fuel high performance and sustainable growth
• Collaborate with leaders to structure, evolve, and scale teams in alignment with product and business needs

Performance, Growth & Development

• Design a performance framework that aligns KPIs, OKRs, and real feedback loops — not just check-the-box reviews
• Create and launch learning and development programs that equip individuals and managers for the next level
• Establish clear paths for growth, recognition, and merit-based progression

Culture & Engagement

• Champion a culture of ownership, creativity, and accountability — where people feel both safe and stretched
• Own company-wide rituals, feedback loops, and engagement strategies that keep the team connected and aligned
• Infuse diversity, equity, inclusion, and belonging into every part of the employee lifecycle — from hiring to exit

People Operations & Systems

• Build and optimize People infrastructure — onboarding, offboarding, benefits, compliance, HR tech stack
• Lead compensation reviews, equity calibration, and performance cycles with transparency and intention
• Act as a trusted advisor on employee relations — with empathy, decisiveness, and legal fluency
• Automate and streamline wherever possible — you see repeatable work as a signal to scale

Behavioral Profile – How you show up

• You’re not a figurehead. You’re a hands-on operator who can zoom out and still own the gritty middle. You see People as a business multiplier, not a back-office function. You move fast, build trust, and bring structure to chaos — without getting stuck in perfection.
• You lead like an owner — this isn’t a “manage the team” job, it’s a “build the function” one
• You sweat the details — a compliance gap or a broken workflow isn’t just annoying, it’s unacceptable
• You drive clarity — through crisp writing, proactive communication, and systems that speak for themselves
• You care deeply — about people, fairness, quality, and what it feels like to work here
• You’re direct but kind — you say the hard things early, and always with intent to grow
• You balance strategy and speed — you know when to roll out a system vs when to ship V1

What You Bring

• 7–10+ years of experience across HR/People, with at least 3+ years in a senior leadership role (you need to know how to build and look around corners well)
• Bachelor's degree or beyond (SHRM or other relevant certs are fine too)
• Proven success building People systems from scratch in high-growth tech environments (Series A–C or beyond)
• Strong background in performance management, talent strategy, coaching, and org design
• Clear track record of partnering with exec teams and directly influencing business strategy
• Deep comfort working across People Ops, Talent, Culture, and Compliance
• Strong working knowledge of California employment law and multi-state operations
• EQ meets IQ — you navigate complexity with empathy, insight, and clear decision-making
• Fluency with tools like BambooHR, AI, and modern People tech and the drive to implement them fast

Bonus If You Have

• Experience supporting or scaling remote-first or hybrid teams especially Series A
• Exposure to AI-native work environments or regulated industries (e.g. insuretech, fintech)
• A track record of turning underperforming orgs into aligned, high-performing teams
• Built or redesigned compensation, leveling frameworks, or growth tracks in scaling companies