Head of People

Nametag is building the future of secure digital identity. Our mission is to protect every human identity to restore trust in the AI era. We bring workforce-grade identity verification integrated to the enterprise to verify the human behind accounts and critical actions. Today, many of the world’s leading brands have a Nametag for every global employee, preventing social engineering and deepfake impersonation attacks.

The role

We’re hiring a Head of People to own the full employee lifecycle and build our People function for scale. You'll be the human face of People at Nametag — the person employees call, trust, and turn to — while building the systems and automations that mean you're rarely doing the same thing twice. You’ll lead a TA hire who executes day-to-day recruiting while you architect the strategy, systems, frameworks, and operational infrastructure that let Nametag hire and retain great people as we grow. This is a builder-leader role: equal parts strategic design and hands-on execution, with a clear path to expand the People team.

What you’ll do

People Operations & Infrastructure (60%)

• Own and optimize the People tech stack: HRIS, ATS, onboarding tools, and benefits platforms—selecting, implementing, and maintaining systems that scale with the company.
• Build the policy and documentation framework: employee handbook, job architecture, comp bands, performance review cadence, and PIP process—designed once, scalable forever.
• Design a remote-first onboarding experience that embeds culture and accelerates ramp; ensure multi-state compliance for a distributed U.S. workforce.
• Lead engagement, internal communications, and culture programming—including quarterly off-sites—grounded in data (eNPS, pulse surveys) not intuition.
• Default to automation: build self-service workflows, eliminate manual repetition, and document systems so the team never depends on tribal knowledge.

Talent Acquisition (20%)

• Manage and develop a TA hire who runs day-to-day sourcing, interviewing, and coordination across Engineering, Product, and GTM.
• Own recruiting infrastructure: ATS configuration, interview loop design, scorecards, offer frameworks, and employer brand positioning.
• Set and maintain the hiring bar: calibrate interviewers, close executive-level candidates, and ensure quality and consistency across all pipelines.
• Partner with leadership on workforce planning: role definition, headcount prioritization, level stratification, and comp band strategy.

Employee Experience & Relations (20%)

• Serve as the primary point of contact for employee questions, concerns, and sensitive situations — handling them directly, not routing them to an FAQ.
• Partner with managers on performance conversations, coaching, and team dynamics before they escalate.
• Run the feedback loops — 1:1s, exit interviews, pulse data — that keep leadership informed without surprises.
• Be the person employees trust to listen first and act with discretion.

Ideal qualifications

• 6–10 years in People/HR at fast-moving startups; prior experience managing or mentoring TA or HR coordinators preferred.
• Proven systems builder—you’ve selected and implemented HRIS, ATS , and People tooling from scratch, not just administered inherited stacks.
• Automation-first mindset — your default question is "how do we not do this manually next time," and you have examples of workflows or self-service systems you've built to prove it.
• Strong operational and program management discipline—you design frameworks that hold up under growth and document decisions so the team doesn’t depend on tribal knowledge.
• Deep enough TA fluency to set the hiring bar, close executive candidates, and coach your recruiter—without being the one running every search.
• Experienced with remote-first distributed teams; excellent communicator comfortable writing policy, presenting to leadership, and representing Nametag externally.
• High EQ and genuine care for people — you handle sensitive situations with discretion, and employees feel it.

What we value

• Fast technical learning and curiosity about identity security.
• Kindness, integrity, and high trust—our core operating principles.
• Bias for action: iterate quickly and ship pragmatic solutions.

Compensation & perks

• Competitive salary + meaningful equity.
• Comprehensive medical, dental, and vision.
• Remote-first with flexible PTO.
• Annual team off-sites.
• New MacBook and home-office equipment.