Key Responsibilities and Required Skills for Head of People

🎯 Role Definition

Are you a visionary People leader passionate about building world-class teams and fostering a culture where every employee can do their best work? We are on the lookout for a dynamic and strategic Head of People to join our executive team and architect the future of our organization.

As the Head of People, you will be the chief architect of our most valuable asset: our people. You will be responsible for developing and executing a comprehensive people strategy that aligns with our ambitious business goals. This role goes beyond traditional HR; it requires a forward-thinking leader who can build scalable systems, champion a culture of inclusion and high performance, and act as a trusted coach and advisor to leaders at all levels. If you are a builder at heart and thrive in a fast-paced, growth-oriented environment, this is a unique opportunity to make a significant impact.

📈 Career Progression

Typical Career Path

Entry Point From:

Director of People / HR Director
Senior HR Business Partner (in a large organization)
VP of People (at an earlier-stage company)

Advancement To:

Chief People Officer (CPO)
Chief Human Resources Officer (CHRO)
Chief Operating Officer (COO)

Lateral Moves:

Head of Talent
Head of Diversity, Equity & Inclusion
Chief of Staff

Core Responsibilities

Primary Functions

Develop, implement, and iterate on a comprehensive, forward-thinking people strategy that aligns directly with the company's long-term vision and business objectives.
Act as a strategic partner and trusted advisor to the CEO and executive leadership team on all people-related matters, including organizational design, workforce planning, and leadership development.
Champion and cultivate a positive, inclusive, and high-performance company culture, actively modeling our values and embedding them into all people processes and programs.
Lead and scale the talent acquisition function to attract, recruit, and retain top-tier, diverse talent globally, ensuring a best-in-class candidate experience.
Design and oversee a competitive and equitable total rewards strategy, including compensation philosophy, salary benchmarking, equity programs, benefits, and recognition initiatives.
Drive the strategy and execution of all Diversity, Equity, and Inclusion (DEI) initiatives, ensuring DEI is a core component of our culture, hiring practices, and employee experience.
Build and lead a high-performing People team, providing mentorship, coaching, and professional development opportunities to foster a culture of excellence and business partnership.
Oversee and resolve complex employee relations issues with empathy and consistency, ensuring fair resolutions while mitigating legal risk and preserving company culture.
Lead organizational design and change management initiatives to support the company's growth, scalability, and evolving business needs.
Develop and implement a modern performance management framework that encourages continuous feedback, facilitates career development, and drives individual and team performance.
Utilize people analytics and KPIs to measure the effectiveness of HR initiatives, provide data-driven insights to leadership, and inform strategic decisions.
Own the entire employee lifecycle from onboarding to offboarding, continuously seeking to improve processes and create a world-class, seamless employee experience.
Ensure compliance with all federal, state, and local employment laws and regulations across all jurisdictions where the company operates.
Partner with leadership to create and implement robust learning and development programs that foster employee growth, leadership capabilities, and career mobility.

Secondary Functions

Oversee the selection, implementation, and management of scalable HR technology and systems (HRIS, ATS, LMS) to automate processes and support data-driven decision-making.
Manage the People department's budget, ensuring effective resource allocation and return on investment for all people-related programs and initiatives.
Develop and execute internal communication strategies in partnership with marketing and leadership to ensure clarity, transparency, and high employee engagement.
Spearhead employee engagement initiatives, including conducting regular surveys (e.g., pulse, annual), analyzing results, and partnering with leaders to develop and implement meaningful action plans.
Evolve and maintain all workplace policies and procedures, ensuring the employee handbook is current, accessible, and reflects our values and legal obligations.
Facilitate leadership offsites and training sessions focused on management skills, culture building, and organizational effectiveness.
Build strong relationships with employees at all levels to understand their needs, concerns, and aspirations, acting as a trusted advocate and resource.

Required Skills & Competencies

Hard Skills (Technical)

HRIS & People Analytics: Proficiency in leveraging HRIS platforms and people analytics to derive insights and drive strategic decisions.
Compensation & Benefits Design: Deep expertise in designing and managing modern total rewards programs, including salary benchmarking, equity, and benefits administration.
Employment Law & Compliance: Comprehensive knowledge of multi-state (and ideally international) employment laws and compliance requirements.
Organizational Design & Workforce Planning: Proven ability to design and execute organizational structures and workforce plans that support business scalability.
Talent Acquisition Strategy: Experience building and leading a full-cycle recruiting function capable of attracting top talent in a competitive market.
Performance Management Systems: Expertise in developing and implementing performance management philosophies and systems that drive growth and accountability.

Soft Skills

Strategic Thinking & Business Acumen: Ability to connect people strategy directly to business outcomes and understand the financial and operational drivers of the company.
Empathetic Leadership & Coaching: A natural ability to lead with empathy, build trust, and effectively coach leaders and employees at all levels.
Executive Presence & Communication: Exceptional communication, influencing, and presentation skills, with the ability to articulate a clear vision and gain buy-in from executive stakeholders.
Change Management: Adept at guiding organizations through periods of rapid growth and transformation with clarity, transparency, and empathy.
Problem-Solving & Discretion: Superior judgment and problem-solving skills, with the ability to handle highly sensitive and confidential information with discretion.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree in a relevant field.

Preferred Education:

Master's Degree (e.g., MBA, Master's in HR Management) or advanced HR certifications (e.g., SHRM-SCP, SPHR).

Relevant Fields of Study:

Human Resources Management
Business Administration
Organizational Psychology
Industrial & Labor Relations

Experience Requirements

Typical Experience Range: 12-15+ years of progressive HR/People Operations experience, with at least 5 years in a senior leadership role managing a team.

Preferred:

Experience in a high-growth, fast-paced technology or startup environment.
Proven track record of building the People function from a foundational stage to a mature, scalable operation.
Experience leading a distributed or global workforce.
A history of successfully partnering with and influencing an executive team.