Chief People Officer / Head of HR

Key Responsibilities & Accountabilities

1. Culture Definition & Development

• Collaborate with the co-founders to define core values, mission, and unique cultural identity.
• Develop and roll out culture-building programs (e.g., team-building events, recognition programs, internal communications strategies) to keep remote, hybrid, and in-office employees connected and engaged.

• Own the end-to-end recruiting strategy for all urgent and long-term hiring needs (Software Developers, Project Managers, Sales Managers, and additional roles).
• Implement scalable talent acquisition processes that attract high-caliber senior talent willing to roll up their sleeves in a startup environment.
• Partner with marketing to strengthen the employer brand, leveraging social media, career pages, and thought leadership.

• Implement a performance review framework suitable for a scaling startup simple, transparent, and feedback-oriented.
• Develop onboarding and training programs to ensure rapid integration of new hires and continuous professional development for current employees.

• Design competitive compensation structures and benefits packages that balance startup resource constraints with the need to attract top-tier talent.
• Research and recommend innovative perks, especially for remote and distributed teams, to keep employees motivated and retained.

• Set up and manage HR policies, systems, and processes (including HRIS systems, payroll, legal compliance, and record-keeping).
• Ensure compliance with relevant employment laws and regulations across multiple locations and remote teams.

• Act as a strategic advisor to the executive team on organizational design, succession planning, and workforce strategy.
• Drive change management initiatives to support new processes, cultural shifts, and rapid scaling.

Qualifications & Experience

• Proven track record in a senior HR/People Ops role (e.g., CPO, VP of People) at a startup or scale-up environment, ideally through significant growth or to an exit/IPO.
• Demonstrated ability to develop and implement people strategies that align with company goals.
• Strong understanding of organizational behavior, company culture, and team dynamics, especially in distributed/remote work environments.
• Experience building HR infrastructure from the ground up, including talent acquisition processes, performance management, and compliance in multiple jurisdictions.
• Excellent interpersonal and communication skills, with the ability to inspire and influence at all levels of the organization.