Head of People Operations

About Atlas

Atlas is the concierge charge card for high-net-worth individuals and their companies. We combine 24/7 concierge access with no-preset-limit spending, giving members insider access to dining, luxury travel, and experiences that are otherwise impossible to get. We've crossed $1B in annualized transaction volume. Backed by Y Combinator, Elad Gil, O1 Advisors, Eric Schmidt, and other leading fintech and consumer investors. The team is lean, senior, and fast-moving, with experience across Apple, Robinhood, Rimowa, and more.

The Role

The Head of People Operations is responsible for building and scaling the structure that enables Atlas to perform at the highest level. This role ensures the organization is designed for speed, accountability, and growth across all teams. This person is building the entire people function from scratch - owning recruiting, org design, performance management, compensation, and people analytics. Reporting into the VP of Finance, this role owns the financial discipline behind headcount, compensation, and team performance, ensuring people investments are aligned with company growth and profitability. This is not a traditional HR role. It is a business-critical function focused on performance, clarity, and execution.
Core Responsibilities

• Technical and specialized recruiting
  
  • Develop and execute strategic recruiting plans to identify, source, and hire highly qualified candidates, with a focus on technical and specialized roles (engineering, concierge leadership, partnerships, and senior finance)
  • Take a highly organized and data-driven approach to candidate tracking and funnel metrics

• Org design and workforce planning
  
  • Ensure clear ownership, roles, and accountability across all functions
  • Build and manage headcount planning in partnership with Finance
  • Align hiring plans with budget, revenue goals, and TPV growth

• Performance management
  
  • Build and enforce KPI frameworks across all teams
  • Ensure every team is staffed and structured to deliver against their goals
  • Identify underperformance early and drive improvement plans or transitions
  • Partner with Finance to tie performance to economic output

• Hiring and onboarding
  
  • Own end-to-end hiring process across all functions
  • Ensure hiring aligns with approved headcount plan and budget
  • Standardize interview processes and hiring criteria
  • Build best-in-class onboarding programs to ramp new hires quickly and effectively

• Compensation and benefits
  
  • Own and evolve the company's compensation philosophy, salary bands, and equity grant framework
  • Design and manage benefits programs in line with company stage and team needs

• People analytics and reporting
  
  • Build reporting on headcount, productivity, and cost efficiency
  • Provide regular insights to leadership to inform hiring and org decisions

• Compliance and employment operations
  
  • Own employment law compliance, offer letters, I-9s, and state registrations across all Atlas locations
  • Ensure the company remains compliant as the team scales across multiple states

• Retention and team health
  
  • Monitor team engagement, workload, and risk
  • Build career paths and progression frameworks
  • Ensure retention of top performers while managing overall team efficiency
  • Define and reinforce the operating culture as the team scales

Success Metrics

• Engineering hiring cycle under 30 days
• 90-day onboarding completion rate above 95%
• Quarterly org reviews delivered to leadership
• Improved team performance against core KPIs
• Reduction in operational gaps
• Increased retention of top performers
• Clear and scalable org structure across all teams