Head of People

Nametag

Head of People at Nametag focusing on HR operations, talent acquisition, and employee relations. Leading HR strategy and scaling the People function in a remote-first environment.

Posted 7/26/2026full-timeRemote • 🇺🇸 United StatesLeadWebsite

Core Competencies

Role fit

Core Competencies

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

Demonstrates expertise in optimizing HRIS and ATS systems, building scalable policies and documentation frameworks, and designing effective remote-first onboarding experiences. Proven ability to lead engagement initiatives, manage talent acquisition processes, and maintain compliance across a distributed workforce.

Highest-signal resume keywords

HRIS ImplementationATS ConfigurationAutomation-First MindsetOperational ManagementTalent Acquisition Strategy

ATS Keywords

Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Systems BuildingPolicy DevelopmentPerformance Review DesignEmployee Handbook CreationOnboarding Experience DesignData AnalysisWorkforce PlanningInterview Loop DesignCompensation Band StrategySelf-Service Workflow Creation

Soft Skills

Excellent CommunicationHigh Emotional IntelligenceDiscretion in Handling Sensitive SituationsCoaching and MentoringTrust Building

Tools & Technologies

HRISATSOnboarding ToolsBenefits Platforms

Industry Keywords

People OperationsRemote-First TeamsEmployee EngagementPerformance Improvement PlanTalent Acquisition

About the role

Key responsibilities & impact

Own and optimize the People tech stack: HRIS, ATS, onboarding tools, and benefits platforms—selecting, implementing, and maintaining systems that scale with the company.
Build the policy and documentation framework: employee handbook, job architecture, comp bands, performance review cadence, and PIP process—designed once, scalable forever.
Design a remote-first onboarding experience that embeds culture and accelerates ramp; ensure multi-state compliance for a distributed U.S. workforce.
Lead engagement, internal communications, and culture programming—including quarterly off-sites—grounded in data (eNPS, pulse surveys) not intuition.
Default to automation: build self-service workflows, eliminate manual repetition, and document systems so the team never depends on tribal knowledge.
Manage and develop a TA hire who runs day-to-day sourcing, interviewing, and coordination across Engineering, Product, and GTM.
Own recruiting infrastructure: ATS configuration, interview loop design, scorecards, offer frameworks, and employer brand positioning.
Set and maintain the hiring bar: calibrate interviewers, close executive-level candidates, and ensure quality and consistency across all pipelines.
Partner with leadership on workforce planning: role definition, headcount prioritization, level stratification, and comp band strategy.
Serve as the primary point of contact for employee questions, concerns, and sensitive situations — handling them directly, not routing them to an FAQ.
Partner with managers on performance conversations, coaching, and team dynamics before they escalate.
Run the feedback loops — 1:1s, exit interviews, pulse data — that keep leadership informed without surprises.
Be the person employees trust to listen first and act with discretion.

Requirements

What you’ll need

6–10 years in People/HR at fast-moving startups; prior experience managing or mentoring TA or HR coordinators preferred.
Proven systems builder—you’ve selected and implemented HRIS, ATS, and People tooling from scratch, not just administered inherited stacks.
Automation-first mindset — your default question is "how do we not do this manually next time," and you have examples of workflows or self-service systems you've built to prove it.
Strong operational and program management discipline—you design frameworks that hold up under growth and document decisions so the team doesn’t depend on tribal knowledge.
Deep enough TA fluency to set the hiring bar, close executive candidates, and coach your recruiter—without being the one running every search.
Experienced with remote-first distributed teams; excellent communicator comfortable writing policy, presenting to leadership, and representing Nametag externally.
High EQ and genuine care for people — you handle sensitive situations with discretion, and employees feel it.

Benefits

Comp & perks

Competitive salary + meaningful equity.
Comprehensive medical, dental, and vision.
Remote-first with flexible PTO.
Annual team off-sites.
New MacBook and home-office equipment.