Head of Human Resources

We’re seeking a Head of Human Resources who brings proactive, strategic, and people-first leadership to our HR function. This role is designed for a confident, grounded professional who balances calm in crisis with forward momentum in steady times—someone who thrives in structure, leads with empathy, and is always a step ahead in shaping best-in-class people practices.

Reporting to the Head of People Operations, you’ll play a key role in aligning daily operations with our long-term vision—supporting managers, mentoring the HR team, and bringing clarity and purpose to our HR processes. You’ll lead critical areas such as policy development, employment law compliance, audits, and employee relations, ensuring we remain strong and consistent across all foundational HR functions. At the same time, you’ll stay focused on high-level planning, organizational design, and compensation strategy, while enhancing internal programs like DEI and our Affinity Groups. You’ll also serve as a trusted advisor during complex employee issues and company-wide transitions.

You’ll work in close partnership with the Head of People Operations to build a cohesive People strategy—collaborating on cross-functional initiatives, developing scalable programs, and shaping the future of our employee experience. You'll also work alongside and in close coordination with our Head of Facilities and Business Operations and our Head of Marketing and Communications to ensure alignment across internal initiatives that impact the employee experience. In addition, you'll lead and support a team of six HR professionals, guiding their development and ensuring alignment with business needs and HR best practices.

This is a key cultural leadership role. You’ll be a visible presence across the company, building trust and cohesion while helping us deliver a premier employee experience every day.

Primary Responsibilities

Strategic People Leadership

• Partner with managers to guide performance conversations, team development, and leadership coaching
• Advance key goals and initiatives such as pay equity, performance management, and engagement actions
• Serve as the senior escalation point for complex employee and personnel matters
• Act as a culture leader across the company, building trust, consistency, and cohesion through inclusive, ethical HR practices

Compliance, Policy & Risk Oversight

• Own and maintain employee handbooks and HR policies, ensuring alignment with federal, state, and local regulations.
• Oversee compliance processes such as EEO-1 reporting, ADA, FMLA, workers’ compensation, and internal/external audits.
• Monitor employment legislation and proactively adapt HR practices to ensure full and timely compliance across all applicable jurisdictions.
• Lead or oversee internal investigations with discretion, consistency, and thorough documentation, partnering with legal counsel as needed.
• Identify compliance risks and implement preventative measures, including manager and employee training on HR policies and legal obligations.
• Ensure adherence to DEI-related compliance requirements, including anti-discrimination laws and affirmative action obligations, while fostering an inclusive workplace culture.
• Conduct regular pay equity analysis to identify and address compensation disparities, ensuring compliance with equal pay legislation and promoting fair compensation practices.

Crisis Management & Critical Incident Response

• Serve as a critical response leader in high-stakes or time-sensitive employee matters, including legal issues, workplace disruptions, or investigations
• Provide level-headed, discreet guidance during organizational change, restructuring, or unexpected events

Organizational Design

• Support company-wide organizational structure, role clarity, and team-level org design
• Lead compensation reviews, pay band creation, and internal equity analysis
• Ensure performance decisions are equitable, strategic, and well-communicated

Internal Program & Initiative Ownership

• Evolve internal initiatives including initiatives like DEI programming, mentorship, sponsorship, and wellness strategy
• Ensure integration of employee programs into broader business and HR operations
• Monitor initiative effectiveness and recommend improvements for increased impact

HR Systems, Analytics & Reporting

• Leverage HRIS and reporting systems to ensure data integrity, trend visibility, and compliance
• Provide dashboards and reports to support strategic planning, compliance audits, and leadership decisions

Team Organization & Management

• Directly supervise and support HR team members across functional areas
• Drive team clarity, collaboration, and accountability
• Facilitate professional development and team growth through mentorship and feedback