Job Description

• Own and build end-to-end scalable people operations programs.
• Take full ownership of the performance management function, including building out review cycles, calibration processes, rating frameworks, and supporting documentation from the ground up.
• Lead, evaluate, and implement a performance management platform, owning everything from vendor selection and configuration to team rollout and ongoing administration.
• Create and grow a manager development program, including training resources, coaching support, and structured feedback loops with leadership.
• Build a comprehensive job leveling framework that gives employees visibility into career progression, role expectations, and advancement criteria across every function in the business.
• Work closely with Operations and Finance to establish and maintain compensation structures by level and function, and take the lead on planning and executing the annual compensation review process.
• Collaborate with senior leadership on workforce planning and organizational design, contributing to annual headcount planning, role scoping, and structural decisions as the company scales.
• Own the full employee lifecycle experience from day one through departure, building structured check-ins and programs that set people up for long-term success.
• Keep all HR policies, the employee handbook, and compliance documentation up to date and relevant as the company expands across multiple offices and states.
• Serve as the primary point of contact for the company's third-party HR vendor, managing the relationship, overseeing payroll, benefits, and compliance requirements.
• Act as a go-to resource for managers and employees navigating people-related questions and challenges.

• Previous 6+ years of experience in a People Operations or HR role within a high-growth startup.
• Experience growing alongside a company during a period of significant change and knows what it takes to stay ahead of the curve. Experience at Series B, C, or D stage companies is a strong plus!
• Strong track record of creating employee programs end-to-end.
• Proactive problem-solver who identifies issues before they arise and brings creative solutions.
• Has a clear point of view and isn't afraid to share opinions and inputs.
• Strong interpersonal and people skills to navigate difficult situations and conversations with care and confidence.