• Strategic People Leadership: Own the employee experience. You will determine how we hire, onboard, retain, and develop talent. You will be the architect of our culture, balancing rapid scaling with a focus on employee well-being and engagement.

• Talent Acquisition & Employer Branding: You won't just fill seats; you will raise the bar for talent density. You will manage the recruitment pipeline for key roles and design a candidate experience that reflects our high engineering standards.

• Performance & Development: Build a culture of continuous feedback. You will design and implement performance review cycles, career growth frameworks, and L&D initiatives that help our team level up.

• Process Architecture & Automation: You will act as the "Automation Architect" for People Ops. You will use tools (like Zapier or Make) to automate onboarding workflows, leave management, and feedback loops, ensuring the HR machine runs quietly in the background.

• People Analytics: You will use data to drive decisions. From tracking eNPS (Employee Net Promoter Score) to analyzing retention rates, you will provide the C-Level with the insights needed to make informed organizational decisions.
  

• Culture : Champion a diverse and inclusive environment. You will organize internal events, drive initiatives that foster belonging, and ensure our values are lived, not just written on a wall.
  

You will own the entire People Lifecycle. You are not here to push paper; you are here to build the infrastructure that allows our teams to do their best work.

You will act as a strategic partner to Leadership, ensuring that our talent strategy aligns with our aggressive business goals. You will identify bottlenecks in hiring, onboarding, and performance management, solving them with smart processes and automation.

• The Experience: People Operations, HR Business Partnering, or Talent Management, preferably in a fast-paced SaaS environment.

• The Architect: You don't just follow processes; you build them. You have experience implementing performance reviews, compensation bands, or onboarding journeys from scratch.

• Automation Mindset: You hate doing the same thing twice manually. You leverage technology to remove administrative friction so you can focus on the human side of the role.

• High EQ + High IQ: You excel at coaching managers through difficult conversations and can navigate complex employee relations with empathy and legal compliance.
  

• Data-Driven: You don't just trust your gut; you verify with data. You can measure the impact of your initiatives on retention and engagement.

• Ruthless Prioritizer: You are comfortable saying "No" to shiny new perks when core compliance, culture health, or hiring needs to be prioritized first.