Position SummaryOwns the full HR function for the organization, including performance management, recruiting, compensation and benefits administration, employee lifecycle processes, staffing strategy, and training and development. Operates as both strategic owner and hands-on administrator of every HR system and process listed below.
Key Responsibility Areas1. Performance Reviews & Management- Owns the annual performance review process end-to-end.
- Leads team meetings, calibration sessions, and administrative review meetings.
- Coaches and supports supervisors on conducting effective individual review conversations.
- Owns retention strategy by ensuring every team member is the right person in the right seat.
- Drives organization-wide Topgrading toward a 90% A-player target.
2. Recruiting & Hiring - Owns and continuously improves the recruiting process for all roles.
- Serves as administrative head of the hiring team, determining requisition strategy and fulfillment approach.
- Personally sources candidates for higher-level roles.
- Manages, develops, and refines all associated recruiting processes and tools.
- Ensures all background/reference checks are complete and extends offers only to A-player candidates.
3. HR Administration - Owns and improves all position, compensation, and benefits administration processes.
- Ensures job descriptions, responsibilities, and competencies are accurate and current across the organization - zero missing or outdated documentation.
- Owns benefits research, procurement, administration, and renewal cycles.
- Monitors changes in employment law and benefits regulations; ensures ongoing compliance of all policies and plans.
4. Team Member Setup, Exits & Changes - Ensures all onboarding, offboarding, and mid-employment changes are processed according to org-unit standards.
- Zero missed steps across standard team member processes.
5. Team Staffing Targets - Owns staffing targets, including Days Job Req Outstanding, Virtual Bench commitments, and related financial benchmarks.
- Builds staffing strategy and delegates execution to the team.
- Proactively requests resources and support as needed to hit targets.
6. Training & Professional Development - Owns and improves onboarding/training for new team members and ongoing development for current staff.
- Creates or sources all training content; vets content for topic relevance, level-appropriateness, practical value, and format before rollout.
- Ensures required trainings are completed on impactful topics and content stays current - outdated or poorly rated training is identified and revamped quickly.
- Builds and revises TPD plans for all new hires.
- Owns new-hire ramp time and internal promotion rate.
Qualifications- 10+ years of progressive HR experience, including at least 3 in a senior or head-of-function role
- Direct experience owning an HRIS platform
- People mananagement experience
- Demonstrated experience with structured performance management and Topgrading/A-player hiring methodologies
- Strong working knowledge of employment law, benefits administration, and compliance
- Experience building and scaling recruiting processes across multiple role types
