Head of Human Resources; Remote

Join a profitable, bootstrapped business with approximately 200 employees and a remote-first team across 18 countries. Take ownership of performance management, total rewards, compliance, and manager enablement, building on established systems while preparing the organization for continued growth.

This is a player-coach role combining team leadership with hands-on delivery. You will partner with the SVP of Talent and executive leadership, while leading an HR Business Partner and a Total Rewards and People Analytics lead. Recruiting sits elsewhere in the function.

• Own mid-year and annual performance cycles, including design, timelines, manager preparation, communication, calibration, execution, and retrospectives.
• Evaluate existing performance systems, preserve what works, and manage changes that improve consistency and adoption.
• Lead compensation band design, benchmarking methodology, benefits renewals, and the annual compensation cycle, keeping leveling and pay connected.
• Manage ongoing HR compliance across multi-state registration, I-9 requirements, employee handbooks, worker classification, and required postings.
• Resolve the compliance backlog and establish escalation and coverage protocols that prevent recurring issues.
• Prepare managers for effective performance conversations and consistent calibration through coaching, playbooks, and self-service resources.
• Use technology, AI, and automation to reduce manual work while maintaining the quality of people processes.
• Coach and develop your two direct reports, establishing clear ownership, decision authority, and escalation boundaries.
• Present recommendations and defend compensation and performance decisions with executive stakeholders.

• Previous experience in a Director-level people role.
• Repeated end-to-end ownership of performance cycles at organizations with at least 150 employees.
• Direct ownership of compensation and benefits, including band design, benchmarking, benefits renewals, and annual compensation reviews.
• Ongoing responsibility for HR compliance, including experience clearing inherited backlogs.
• A track record of building adopted people systems that remained effective for at least two subsequent cycles.
• Experience automating or rebuilding people processes in ways that improved speed, maintained or improved quality, and achieved team adoption.
• Repeated experience helping companies of a comparable size grow materially in headcount or revenue.
• Demonstrated success coaching, mentoring, and developing a team while personally delivering work.

• A clear perspective on performance management, supported by examples of improvements you have implemented.
• The ability to distinguish process issues from gaps in manager capability and address the underlying problem.
• Confidence raising difficult issues during calibration and challenging decisions constructively.

• Deliver the annual performance cycle on your published timeline.
• Align managers on performance standards before the cycle begins.
• Help employees leave check-ins with a clear development priority grounded in a meaningful conversation.
• Close the compliance backlog and keep it resolved.
• Reduce the time managers spend on the cycle while improving the quality of performance conversations.
• Expand the decision-making authority and capability of your direct reports.