Head of People Operations

Role Description

The Head of People Operations reports to the VP, People and Culture, and leads several critical pillars of the P&C function:

• Manager capability
• Performance culture
• Organizational and manager learning
• Technical and non-technical recruiting
• Employee relations
• HR compliance
• Benefits

This is a role for someone who excels at both strategic people conversations and being in the weeds of an employee relations matter. You bring sound judgment to hard situations. You build teams and systems that hold up over time. You care about the mission, and that care shows up in how you treat your colleagues every day.

How You’ll Make An Impact

• Employee Relations:
  • Lead employee relations responsibilities and serve as a primary point of contact for employee questions, concerns, and policy interpretation.
  • Independently handle employee relations matters, including advising managers on performance and conduct issues and resolving workplace concerns with limited oversight.
  • Document issues and processes with precision.
  • Exercise judgment in identifying and escalating highly complex or high-risk matters to the VP and outside counsel with a clear written record.
• Manager Coaching and Development:
  • Design and run a manager coaching curriculum for people managers across all functions.
  • Coach managers through employee relations situations: performance concerns, difficult conversations, team dynamics, and conflict resolution.
  • Maintain and refine a manager toolkit to reduce reliance on P&C for routine people-related decisions.
  • Identify capability gaps across the management layer and build targeted development responses.
• Talent Acquisition:
  • Lead full-cycle recruiting for technical and non-leadership roles, including sourcing, screening, interview design, and offer coordination.
  • Manage the ATS and ensure a consistent, well-documented candidate experience.
  • Develop interview frameworks tied to PJMF's competency model.
  • Support the VP on senior searches.
• Performance Management:
  • Own the annual and mid-year review cycle end-to-end: system launch, communication, calibration preparation, timeline management, and quality review.
  • Maintain and improve our performance management infrastructure on our 3rd party platform.
  • Support managers in writing evidence-based assessments.
  • Flag patterns across team ratings and bring a calibration perspective to the VP.
• Learning and Development:
  • Build an annual L&D calendar aligned to organizational competency needs.
  • Design onboarding that accelerates time-to-contribution for new hires.
  • Source and manage external facilitators and vendors for specific programs or organizational needs.
• HR Operations and Compliance:
  • Own day-to-day HR operations: new hire setup, offboarding, employment verifications, and status changes.
  • Administer benefits in partnership with our PEO.
  • Maintain compliance with federal and multi-state employment law requirements for a remote workforce.
  • Manage record retention and I-9 compliance.
  • Maintain HRIS accuracy and serve as the primary system administrator for all people systems.

Qualifications

• 10 or more years in HR, with at least 7 years in roles focused on employee relations, manager development and coaching, or talent management.
• Technical recruiting experience required.
• Experience managing a team is preferred.
• Demonstrated experience coaching managers through performance and conduct situations effectively.
• Deep working knowledge across core HR disciplines: employee relations, talent development, performance management, full-cycle recruitment, compensation and benefits, and multi-state employment law.
• Experience designing and delivering effective learning programs that drive behavior change.
• Hands-on experience with Google Workspace, Asana, Culture Amp, or a comparable performance platform, an ATS, and LinkedIn Recruiter.
• Demonstrated use of AI tools in an HR context.
• Hands-on experience with HRIS platforms, benefits administration, and multi-state compliance in a remote workforce.
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• HR certification is strongly preferred.

Requirements

• Communication and influence.
• Sound judgment.
• Execution.
• Process and people in balance.
• Equity in practice.
• AI fluency.
• Comfort with start-up-like environments.
• Remote-first effectiveness.
• Work eligibility: Applicants must be authorized to work for any employer in the U.S. (No visa sponsorship available).

Benefits

• Health Coverage – Foundation-paid medical, dental, and vision insurance for employees, spouses/domestic partners, and dependents.
• Employer-paid group term life insurance and short-term and long-term disability insurance.
• Long-term Rewards – 401(k) retirement plan with generous matching up to 6% of annual pay.
• PTO & Leave Options – Paid time off for vacation, illness, volunteer time, bereavement, and medical leave.
• Parental Leave – Up to 6 months of gender-neutral paid leave for parents and caregivers.
• Remote Work Environment - Ability to work 100% remotely within the USA.
• Wellness Support – Employee Assistance Programs and access to various wellness resources.
• Learning Reimbursements – Encouragement to explore development opportunities.
• Philanthropic Gift Matching – Opportunity for team members to support nonprofits in their community.