Head Of People

Job Description

Job Description

Head of People

The Head of People is a member of the Executive Leadership Team and is responsible for both developing and leading the company’s people strategy, ensuring the organization attracts, develops, and retains top talent while supporting aggressive growth objectives typical of a private equity–backed environment. This role partners closely with the CEO and other executive team members and private equity sponsors to drive organizational performance, leadership development, and cultural alignment,  including regularly interfacing with and presenting to the Board of Directors.

The Head of People will regularly prepare and deliver   people and organizational updates to the Board of Directors ,  providing data-driven insights on talent, workforce planning, and organizational health.

This role partners closely with the CEO, other executive team members, and the Board of Directors/Private Equity sponsors to drive organizational performance, leadership development, workforce planning, and cultural alignment, including regularly interfacing with and presenting to the Board of Directors.

Key Duties:

• Serve as a strategic advisor to the CEO and executive leadership team on organizational design, talent planning, safety, and culture
• Develop and execute a comprehensive people strategy aligned with company growth and value creation goals
• Provide executive leadership across all people functions, including talent acquisition, HR operations, performance management, leadership development, and talent assessment
• Lead initiatives that significantly enhance employee culture and engagement by launching company-wide programs, establishing and chairing committees when needed, and developing tools that result in stronger cross-functional collaboration, increased employee participation, and a more connected workforce
• Maintain a CA-compliant enterprise-wide employee handbook
• Resolve several wage and hour compliance issues when applicable
• Plan and execute RIFs, when applicable, ensuring a structured, consistent, and well-communicated process across impacted teams while approaching employee transitions with empathy, professionalism, and respect

$220,000 yearly

People Strategy & Leadership

• Develop and execute a comprehensive people strategy aligned with company growth and value creation goals.
• Serve as a strategic advisor to the CEO and executive leadership team on organizational design, talent planning, and culture.
• Build scalable HR infrastructure, processes, and systems to support rapid growth.
• Provide executive leadership across all people functions, including talent acquisition, HR operations, performance management, leadership development, talent assessment, and employee experience, ensuring alignment with company strategy and growth objectives.

Talent & Organizational Development

• Design and implement talent acquisition strategies to support scaling teams.
• Establish leadership development and succession planning programs.
• Partner with executives on organizational design and workforce planning.
• Build high-performance culture frameworks, including performance management and feedback systems.

Board & Investor Engagement

• Prepare and present quarterly People updates to the Board of Directors and private equity sponsors.
• Provide clear, data-driven reporting on key HR metrics, including: headcount and workforce planning, talent pipeline and leadership bench strength, retention and turnover trends, diversity and inclusion metrics, and organizational effectiveness.
• Partner with executive leadership to prepare board meeting materials.
• Advise leadership and the Board on talent risks, leadership gaps, and organizational readiness for growth or transformation.

Culture & Employee Experience

• Define and reinforce company culture.  
• Implement employee engagement initiatives and regularly measure organizational health.
• Support change management initiatives related to growth, restructuring, or acquisitions.

Compliance & HR Operations

• Ensure compliance with employment laws and regulatory requirements.
• Oversee HR policies, employee relations, and risk management.

Compensation, Benefits & Performance

• Design competitive compensation programs aligned with market benchmarks.
• Manage annual compensation reviews and incentive programs.
• Develop and track key HR metrics and workforce analytics.

Required Qualifications :

• 15+ years of progressive HR/People leadership experience.
• Experience working in a private equity–backed or high-growth environment is strongly preferred.
• Strong background in organizational design, leadership development, and talent strategy.
• Data-driven approach with strong HR analytics and reporting capabilities.
• Excellent communication and presentation skills, including experience presenting to executive leadership.
• Bachelor's degree in human resources, Business Administration, Organizational Psychology, Management, or related field required.
• Master’s degree (such as MBA, master's in human resources, Organizational Development, or  Industrial/Organizational Psychology).

Physical Requirements :

• Ability to sit for extended periods of time and work at a computer.
• Ability to lift and carry up to 25 pounds.
• Occasional travel to other company locations or events.

Preferred Qualifications :

• Experience operating in a private equity–backed or investor-driven environment with clear value creation objectives.
• Demonstrated ability to translate business strategy into scalable people and organizational initiatives.
• Experience preparing materials and presenting people strategy, talent risks, and organizational metrics to executive leadership.  
• Track record of supporting companies through periods of rapid growth, transformation, right-sizing, or operational improvement .
• Experience partnering closely with Finance and executive leadership on   headcount planning, workforce economics, and productivity metrics .
• Partner with executive leadership to lead organizational restructurings and strengthen leadership teams through targeted executive hiring and leadership upgrades.
• Experience supporting M&A diligence, integration, or organizational scaling post-acquisition.
• Strong comfort operating in data-driven environments. 
•   SHRM-SCP or SHRM-CP certification is preferred, or equivalent senior-level HR leadership experience is acceptable.

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