Head of People

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Requirements:

• Significant experience (8+ years) in HR/People Operations, including experience leading teams and shaping organizational strategy. You've ideally designed and led People Operations functions for organizations with headcounts of 200+, ideally in dynamic or fast-scaling contexts like startups.
• Are an exceptional people leader with a track record of building high-performing teams and developing other managers. You know how to identify and cultivate excellence in others, and you do so both autonomously and proactively.
• Enjoy debating ideas on the merits rather than deferring to precedent or standard practice. Because you know the "why" behind best people practices, you can work from first principles and adapt them to our context.
• Flag and quantify risks rather than prohibit them, and can make and clearly communicate about decisions under uncertainty.
• Model and reinforce our operating values of ownership, openness, and calibration. You have a low-ego, collaborative approach and are excited to give and receive direct feedback.
• Have excellent judgment and emotional intelligence, and are trusted by leaders. You can navigate complex interpersonal dynamics with wisdom and care (e.g. terminations and exits), building trust with staff across different backgrounds and viewpoints.
• Are just as passionate about our culture as you are about the work you do in the org.
• Prior familiarity with our work or related areas such as effective altruism is a plus.

Responsibilities:

• Strategic leadership of our People functions
• Setting the vision and strategy for how we foster career growth and meaningful feedback across the organization, evolving our performance systems and management toolkit to reflect our larger scale
• Serving as a trusted advisor and coach to our leadership team on organizational development, management excellence, and employee engagement
• Defining our roadmap for managerial support and development, scaling up our resources such as training and development, coaching, and peer management groups
• Owning talent development across the organization, building stronger development and retention systems in pursuit of optimal talent density
• Identifying our biggest people-related opportunities and challenges and driving solutions that work for our unique context
• Bottomlining employee relations, ensuring the best possible resolution to individual situations and the development of stronger employee relations processes
• Helping to maintain and evolve our culture as we grow, ensuring it continues to embody our operating values
• Evaluating and implementing our compensation strategy and advising on its evolution as we grow
• Leading high-performing teams
• Leading and developing the managers of individual People functions such as People Operations, Recruiting, and Business Immigration
• Ensuring excellent execution across core functions like compensation, benefits, employee relations, immigration support, talent acquisition, and employee experience
• Raising the visibility of our People functions throughout the organization, with an eye to deepening partnerships across teams and enhancing related supports
• Guiding our event strategy, overseeing high-impact all-staff events that regularly bring together our remote team
• Directing our approach to performance reviews, promotions, and career development
• Bottomlining compliance with employment law and regulations while maintaining appropriate flexibility
• Leading employee engagement analytics and improvement
• Building scalable systems and processes that maintain our values of ownership and low bureaucracy