Head of HR

Launch Potato

. Own the performance management function, including mid-year and annual cycles, design, timelines, communication, execution, retrospectives, and continuous improvement decisions .

Posted 10/5/2026full-timeRemote • United StatesLeadWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrated expertise in performance management, total rewards, and HR compliance, with a proven track record of leading teams and automating processes to enhance efficiency and effectiveness. Strong ability to coach and mentor managers while driving organizational growth and compliance across multiple states.

Highest-signal resume keywords

Performance ManagementCompensation And BenefitsHR ComplianceTeam LeadershipProcess Automation

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Performance Cycle ManagementCompensation Band DesignBenchmarking MethodologyBenefits RenewalsI-9 ComplianceEmployee Handbook DevelopmentClassification And PostingsPeople System DevelopmentProcess AutomationData Analysis

Soft Skills

CoachingMentoringCommunicationDecision-MakingCollaboration

Tools & Technologies

HR ToolingSelf-Service ResourcesPerformance Management Systems

Industry Keywords

Multi-State RegistrationCompliance ProtocolsPerformance ConversationsManager EnablementContinuous Improvement

About the role

Key responsibilities & impact

Own the performance management function, including mid-year and annual cycles, design, timelines, communication, execution, retrospectives, and continuous improvement decisions
Own total rewards, including compensation band design, benchmarking methodology, benefits renewals, annual compensation cycle, leveling, and pay alignment
Own HR compliance, including multi-state registration, I-9, handbook, classification, postings, backlog resolution, escalation, and coverage protocols
Enable managers for performance conversations and calibration
Create playbooks and self-service resources for managers
Provide ongoing support to approximately three dozen front-line managers
Identify and automate manual work across performance management, total rewards, compliance, and manager enablement
Build practical HR tooling that managers adopt
Lead and develop an HR Business Partner and a Total Rewards and People Analytics lead
Set team members' decision rights and increase their authority
Deliver first-year outcomes including owning the annual cycle, closing the compliance backlog, reducing manager time spent on the cycle, improving performance conversations, and increasing reports' decision authority

Requirements

What you’ll need

Full performance cycle owned end to end, more than once, at an organization of 150+ people
Experience owning compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycle
HR compliance experience as standing scope, including multi-state registration, I-9, handbook, classification, and postings
Built, adopted, and sustained a people system over at least two cycles
Automated or rebuilt a people process that improved speed and maintained or improved quality, with demonstrated adoption
Experience taking a company of this size to materially larger scale, on headcount or revenue, more than once
Clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes
Player-coach experience: leading a team while personally delivering work
Not a first Director-level people role
Nice to have: opinions and examples regarding performance management, process-versus-manager capability diagnosis, and willingness to raise difficult issues in calibration

Benefits

Comp & perks

Remote-first team
Diverse, inclusive team and culture
Equal Employment Opportunity company