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About the role
Key responsibilities & impact- Develop and execute a People strategy aligned to company growth priorities, financial goals, operating model, and culture
- Serve as a trusted advisor to the CEO, CFO, and executive team on organization design, talent decisions, leadership effectiveness, workforce planning, and sensitive people matters
- Establish a clear People operating model, including clear expectations, roles and responsibilities, and consistent operating rhythms with executives and business leaders
- Lead workforce planning and hiring governance, including headcount planning, role prioritization, funnel visibility, hiring-manager accountability, and alignment with budget and business priorities
- Own talent acquisition strategy across the business, including recruiting processes, employer brand, candidate experience, offer strategy, and retention of critical talent
- Oversee core People operations, including benefits, HRIS, employee lifecycle processes, employee data integrity and vendor management
- Design and scale performance management practices, including goal-setting, review cycles, feedback mechanisms, documentation standards, and accountability systems
- Strengthen manager effectiveness through practical tools, enablement, coaching, communication rhythms, and clear expectations for leading teams
- Own compensation and total rewards strategy in partnership with Finance, including compensation philosophy, job architecture, salary bands, benefits strategy, pay equity considerations, and reward governance
- Advance employee engagement and culture priorities by gathering actionable insights, identifying themes, improving communication loops, and ensuring visible follow-through from leadership
- Champion an inclusive, high-accountability culture rooted in trust, empathy, feedback, continuous learning, and strong business execution
- Manage sensitive workplace matters with sound judgment, discretion, empathy and a strong understanding of legal and employee relations best practices
- Ensure adherence to employment laws, compliance requirements, documentation standards, and risk-management practices across a distributed multi-state workforce
- Partner with Finance and executive leadership to connect People decisions to business performance, resource allocation, budget discipline, and long-term growth planning
- Build the People infrastructure required for the company’s next stage of growth, including M&A and integration frameworks and processes
Requirements
What you’ll need- Demonstrable and deep experience in senior people/HR leadership roles, partnering with executive teams and engaging with the Board
- Experience building or scaling People functions in a growth-stage, PE-backed organization
- Demonstrated ability to partner with CEOs, CFOs, and executive teams on workforce planning, org design, leadership effectiveness, and sensitive people decisions
- Strong command of core People operations, including performance management, talent acquisition, compensation & benefits, employee relations, compliance and people technology/tooling
- Experience building and leading the People strategy for fully remote teams
- Excellent communication, judgment, discretion, and executive-influence skills
- Bonus Points: Experience in ed-tech, healthcare, or test prep
- Experience leading people workstreams of M&A and integration work
Benefits
Comp & perks- Comprehensive medical, dental and vision insurance for employees and their families
- Flexible & encouraged PTO
- Company HSA contribution of $90/month for eligible plans
- Company-paid life insurance and disability coverage
- 401(k) with company match (100% match on first 3%, 50% match on the next 2%)
ATS Keywords
✓ Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills & Tools
people strategyworkforce planningtalent acquisitionperformance managementcompensation strategyemployee relationscomplianceHRISemployee lifecycle processesM&A integration
Soft Skills
communicationjudgmentdiscretionexecutive influencetrustempathyfeedbackcontinuous learningleadership effectivenessaccountability