Head of People

Job description

Job responsibilities

• Lead and scale the People organization. Set direction, develop the team, and raise execution quality across Recruiting, People Operations, and HRBP—preparing RoboForce for rapid growth.
• Build a world-class talent engine. Strengthen workforce planning, sourcing, assessment, candidate experience, executive recruiting, and closing across technical and leadership roles.
• Design the organization for scale. Partner with the leadership team on organization structure, leadership roles, succession, decision rights, spans of control, and critical talent decisions.
• Raise the management and performance bar. Build practical systems for goals, feedback, development, promotions, accountability, and leadership effectiveness.
• Strengthen the People foundation. Scale HRIS, payroll, benefits, immigration, onboarding, policies, compliance, employee relations, and People analytics.
• Own compensation and rewards. Partner with leadership on leveling, salary bands, equity, benefits, promotion standards, and compensation reviews.
• Build a high-performance, inclusive culture. Embed company values into how we hire, communicate, lead, recognize performance, and resolve problems—while expanding beyond existing networks to attract exceptional talent…
• Lead AI-native organizational transformation. Partner with the leadership and functional leaders to redesign roles, workflows, skills, and operating practices around AI, measuring gains in speed, quality,…

Job requirements

• 8+ years of progressive People leadership experience, including leading multiple functions across Recruiting, People Operations, HRBP, organization development, or total rewards.
• Experience helping a fast-growing technology company scale through significant organizational change.
• Proven ability to recruit and close exceptional technical, research, and executive talent.
• Strong command of organization design, performance management, compensation, employee relations, and U.S. employment practices.
• Track record of building high-performing, inclusive teams and expanding talent pipelines beyond established networks.
• Excellent judgment and the ability to advise founders and executives through difficult talent and organizational decisions.
• Hands-on operating style with the ability to move between company-level strategy and detailed execution.
• Strong interest in using AI to redesign how organizations operate, rather than treating AI adoption as a standalone initiative.