Head of People Operations

Culture carrier. You'll protect and live our culture and values every day, and hold others to them too. You'll run engagement surveys, turn the results into specific actions, and follow through, keeping our culture strong across a remote-first, multi-country team.

Employee relations. You'll be the go-to person for managers and staff regarding grievances, disciplinary matters, performance concerns, absences, and exits. Handle cases fairly, document them properly, and close them out, knowing when to bring in local counsel.

Multi-country compliance. Ensure our contracts, handbooks, and policies comply with employment law in each country where we hire, whether through our own entities or an Employer of Record. Track legal changes, keep country-specific terms up to date, and flag risks early. Classify people correctly (permanent, fixed-term, project-funded, consultant, or contractor) with the right contracts, notice terms, and exit processes.

Refining systems and processes. Audit existing HR systems, spot gaps, and tighten up onboarding, offboarding, probation, performance reviews, leave, and contract changes.

Using AI to work smarter. Look for practical ways AI can save time and improve quality across the people function, such as drafting letters, answering routine questions, cleaning HR data, or summarizing survey results. Roll these out safely with clear guidance on data privacy.

People operations and HR data. Own the accuracy of our HRIS and people data, support payroll and benefits administration across countries, and produce clean, reliable reporting for leadership. Every process should be documented, owned, and easy to follow.

Annual company offsite. Lead the yearly offsite end-to-end: shape the agenda with leadership, manage venue, travel, visas, budget, logistics, and host sessions. Ensure people leave feeling connected and clear on the company’s direction.

Supporting managers. Coach managers through the people side of their jobs, providing simple tools, templates, and training so they can handle more independently.

Clear, warm communication. Write clearly, explain policy in plain language, and handle difficult conversations with empathy and directness.

What Success Looks Like:

• First 3 months: Review every core people process and policy, meet each manager and most of the company, and share a prioritized list of fixes with leadership.
• By 6 months: Top-priority processes are refined, documented, and owned. Employee relations cases are handled consistently, and managers/employees feel supported.
• By 9 months: At least two AI-supported workflows are live, saving measurable time with clear guidance on safe usage.
• By 12 months: Deliver a well-run annual offsite rated highly by participants, and managers report HR as fast, clear, and easy to work with.