Head of People

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

Use this summary to align your resume positioning with the role.

Demonstrates expertise in performance management, total rewards, and HR compliance, with a proven track record of automating processes and enhancing manager efficiency. Capable of leading teams while delivering results and fostering growth through coaching and mentoring.

Highest-signal resume keywords

Performance ManagementCompensation And BenefitsHR ComplianceProcess AutomationTeam Leadership

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 ProtocolsPeople Systems DevelopmentProcess ImprovementManager Tooling

Soft Skills

CoachingMentoringCommunicationProblem-SolvingDecision-Making

Industry Keywords

Multi-State RegistrationAnnual Compensation CyclesPerformance ConversationsCalibration ProcessesBacklog Remediation

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 cycles, leveling, and pay alignment
Own HR compliance, including multi-state registration, I-9, handbook, classification, postings, backlog remediation, escalation, and coverage protocols
Enable managers in performance conversations and calibration processes
Create playbooks and self-service resources for managers
Provide standing support to approximately three dozen front-line managers
Identify and automate people processes that should not be performed manually
Build practical manager tooling that improves efficiency and conversation quality
Lead an HR Business Partner and a Total Rewards and People Analytics lead
Set team members' decision rights and develop their authority
Own delivery of the annual cycle and improve manager efficiency and conversation quality

Requirements

What you’ll need

Full performance cycle owned end to end, more than once, at an organization with 150+ people
Experience owning compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles
HR compliance experience as standing scope, including multi-state registration, I-9, handbook, classification, and postings
Built, adopted, and durable people systems that remained recognizable two cycles later
Automated or rebuilt a people process that improved speed while maintaining or improving quality and was adopted by the team
Experience taking a company of similar size to materially larger, 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 improvements
Nice to have: ability to distinguish process problems from manager-capability problems
Nice to have: willingness to raise uncomfortable issues in calibration discussions

Benefits

Comp & perks

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