Head of People
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Job Description
Founding Head of People designing and leading Numeral's People function. Responsible for building scalable People strategy in a high-growth environment.
Responsibilities:
- Serve as the senior People leader and trusted advisor to the executive team.
- Translate company strategy, growth plans, and ARR targets into a clear People roadmap.
- Build a scalable People org over time (recruiting, people ops, total rewards, L&D), starting lean and hands‑on.
- Establish strong operating cadence around headcount planning, workforce mix (FTE vs contractor), and organizational design.
- Own recruiting strategy end‑to‑end across engineering, product, GTM, and operations.
- Partner with executives and hiring managers on workforce planning, role design, leveling, and hiring bar.
- Build durable recruiting infrastructure: ATS, interviewer training, structured interviews, calibration, and closing discipline.
- Develop sourcing strategies and employer branding appropriate for a fast‑growing Series B company.
- Ensure hiring quality scales with volume — not at the expense of speed or standards.
- Design and implement Numeral’s first formal compensation philosophy and pay bands.
- Build performance management from scratch: goal‑setting, reviews, calibration, and feedback loops.
- Introduce clear role definitions, leveling, and career paths across functions.
- Partner with Finance on budgeting, headcount modeling, equity planning, and compensation tradeoffs.
- Ensure fairness, consistency, and defensibility as the company grows.
- Help first‑time and experienced managers scale effectively through rapid growth.
- Build core manager expectations around hiring, feedback, performance, and development.
- Establish cultural operating principles that reinforce accountability, ownership, and trust.
- Support execs and managers through sensitive people situations with sound judgment and discretion.
- Professionalize People Ops for a global workforce (U.S. + international contractors today, with evolving models over time).
- Own HR policies, handbooks, and internal documentation.
- Partner with Legal and Finance on compliance, risk management, and employee relations.
- Improve onboarding, offboarding, and lifecycle experiences so they scale smoothly.
- Implement and optimize People systems (HRIS, payroll, benefits, performance tools).
Requirements:
- 10+ years of People leadership experience, with significant time in high‑growth startups.
- Prior experience as a first or early Head of People, or a senior People leader who has built functions from scratch.
- Deep experience scaling teams rapidly (2–4x headcount) at the Series A–C stage.
- Strong command of recruiting, compensation, performance management, and People Ops — not just one area.
- Proven ability to partner with executives and influence without bureaucracy.
- Comfort operating in ambiguity, with high judgment and bias toward action.
- Exceptional communicator: clear, direct, pragmatic, and credible with senior leaders.
Benefits:
- Offers Equity
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