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About the role
Key responsibilities & impact- Develop and execute the people strategy aligned with Novo's mission, growth objectives, and operating plan.
- Serve as a key strategic partner to the executive team, providing insight on organizational design, headcount, and people decisions to guide major business decisions.
- Partner with leadership to determine long-term growth strategy, workforce planning, and staffing plans across the company.
- Lead, mentor, and level up the existing people and recruiting team, building a high-performing function that scales with the company.
- Build comprehensive, integrated recruiting strategies to attract top talent, enable growth, and bring new expertise to Novo.
- Scale and continuously improve the hiring process to attract the best people while delivering an exceptional candidate experience.
- Partner with hiring managers and leadership to define roles, leveling, and hiring plans across a growing organization.
- Establish the systems, tools, and metrics needed to run a data-informed, efficient recruiting function.
- Develop and steward Novo's employee-centric culture, building a foundation of empowerment, accountability, and trust across the organization.
- Develop a successful and engaging strategy for a growing, distributed team across the country and around the world.
- Implement forward-thinking policies and processes that develop a culture of peer-to-peer feedback and recognition.
- Build strong relationships across the organization, partnering with leaders to work toward shared goals through a clear, well-communicated people strategy.
- Lead and innovate the performance management and review process to empower employees in their work and facilitate their personal and professional growth.
- Define career paths, leveling frameworks, and development programs that support employees at every stage.
- Build manager capability and leadership development to grow the next generation of Novo leaders.
- Use people data to understand engagement, retention, and performance, and to inform continuous improvement.
- Own compensation, benefits, and total rewards philosophy, ensuring Novo remains competitive while managing cost responsibly.
- Oversee people operations, including onboarding, HRIS, and the day-to-day employee lifecycle, building scalable systems and processes that grow with the company.
- Partner with Finance on headcount planning, compensation budgeting, and people-related forecasting.
- Ensure people practices, policies, and programs comply with relevant employment laws and regulatory requirements across the jurisdictions in which Novo operates.
- Partner with Legal, Risk, and Compliance to navigate the requirements inherent to a regulated financial services company, including those relevant to hiring and the workforce.
- Identify, assess, and mitigate people-related risks across the business.
- Contribute to strategic planning for future people needs and the company's broader operating roadmap.
- Develop and manage the people and recruiting budget, optimizing spend while ensuring teams have the resources needed to deliver.
Requirements
What you’ll need- 12–18+ years of progressive experience in people, HR, and talent functions, with at least 3–5 years in a senior people leadership role (preferably in fintech, financial services, or high-growth technology).
- Demonstrable experience building and developing cultures within high-growth companies or startups, and scaling people and recruiting functions in a fast-moving environment.
- Proven track record scaling a company's hiring process to attract top talent, including experience building effective teams at a high-growth company.
- Experience leading and developing people and recruiting teams, and partnering with executives on organizational design, workforce planning, and culture.
- Strong understanding of performance management, total rewards, people operations, and the policies needed to support a growing, distributed workforce.
- Proven ability to lead and motivate teams, manage complex cross-functional initiatives, and communicate effectively with technical and non-technical stakeholders, including the executive team and board.
- Exceptional written and verbal communication skills, with high emotional intelligence and a genuine, people-first approach.
- Comfortable wearing multiple hats, juggling projects simultaneously, and prioritizing as business needs shift.
- Ability to thrive in a fast-paced, evolving startup environment.
- Bachelor's degree required; advanced degree or relevant credentials (e.g., SHRM-SCP, SPHR) preferred.
Benefits
Comp & perks- Health insurance
- Compensation and benefits philosophy
- Flexible working hours
- Professional development opportunities
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 strategy developmentorganizational designworkforce planningrecruiting strategiesperformance managementemployee lifecycle managementdata-informed recruitingcompensation managementHRIS managementbudget management
Soft Skills
leadershipmentoringcommunicationrelationship buildingemotional intelligenceteam motivationcross-functional collaborationadaptabilityproblem-solvingstrategic thinking
Certifications
SHRM-SCPSPHRBachelor's degreeadvanced degree