Head of People Operations

Description

The Role

As the Head of People Operations, you will work closely with our leadership and management teams to attract and hire talent and shape the employee experience. You will be a leader within the Operations team and the go-to person for all team member-related issues, helping management to drive growth and performance of teams alongside promoting company values and shaping a positive culture.

You’ll report into the VP of Operations, and manage our in-house recruiter. You’ll work alongside your Ops teammates in data, finance, and executive administration.

The Work

As the leader of all things people operations at Kit, you will:

• Collaborate closely with business leaders to understand their needs and challenges, proactively identify opportunities to optimize organizational effectiveness and drive performance, offer insights and guidance on all number of team member related issues
• Set the vision and strategy for talent acquisition and employee experience at Kit
• Conduct research, draft compelling pitches, and secure executive buy-in for key initiatives
• Identify and drive initiatives that enhance employee engagement and retention, fostering a positive and inclusive work environment aligned with Kit’s values
• Model clear, kind communications with everyone across the team
• Set expectations, provide feedback, unblock obstacles, and drive accountability with your team and stakeholders
• Balance competing short-term priorities while advancing long-term strategic initiatives
• Navigate seamlessly between strategic oversight and hands-on tactical execution 
• Develop robust POps processes and systems with a focus on integration and automation. This role is ideal for someone who excels in a hands-on environment with a strong background in establishing, refining, and scaling People Operations in dynamic organizations
• Create and maintain thorough and up-to-date documentation of POps processes for team and company audiences. Prepare reports and slide decks for the team, management, leadership, and the board
• Manage the internal services and benefits that support a global team. Lead the effort to level up our employment relationships across the company and implement an EOR
• Assist with developing and maintaining competitive and progressive compensation and benefits that attract and retain diverse talent, while balancing the company's fiscal needs and maintaining compliance with legal requirements
• Ensure adherence to local, federal and international labor laws and regulations, proactively managing disputes and staying ahead of relevant legal changes. Own compliance programs such as sexual harassment training and interviewer training
• Use data and analytics as well as direct experience to drive insights that inform headcount planning, career progression and performance evaluation, while ensuring our talent processes drive fair and equitable outcomes
• Plan and organize team retreats twice a year (with an event contractor) 
• Take charge of the POps daily activities, such as keeping our HRIS up-to-date, overseeing myriad programs and projects, managing vendors, and serving as an escalation point for sensitive POps matters

The Skills

• Expert-level experience in People Ops and/or HR in a dynamic, fast-moving tech company
• Intermediate to advanced level experience in talent acquisition
• Interest and experience in managing a team
• Strong ability to prioritize workload and self-manage projects; comfortable juggling multiple projects and priorities and leading conversations about tradeoffs with stakeholders across the business
• Prior work designing and managing performance management systems, compensation benchmarking, and career progression frameworks
• Comfortable influencing and advising executive leadership and managers; you know the difference between what advice looks like for each group and calibrate your guidance accordingly
• Deep knowledge of POps domains like performance management, organizational design, talent management, compensation, and employee relations
• Proven ability to drive change management in a dynamic and evolving environment
• Experience identifying, designing, and deploying HR or POps interventions within the business
• Superb executive communication skills, including effective facilitation, listening and writing capabilities
• Proficiency in rolling out programs, communicating decisions, and leading company communications effectively 
• Knowledge and experience of the management of common international labor standards across North America and Europe Knowledge of APAC as well is a plus 
• Demonstrated ability to support a diverse workforce, including international employees and team members
• Strong growth mindset, highly adaptable, and enjoys operating in a rapidly changing environment
• High level of personal and professional integrity; demonstrated ability to handle confidential information with complete discretion 
• Skilled in using POps technology such as Justworks, Greenhouse, Google Workspace, Slack, Notion, and others - we won’t exclude you if you haven’t worked with this tech stack exactly, so long as you are a fast learner!

Benefits Section

Kit has standardized salaries based on position, no matter where you live. For this role, we’re hiring at a Level 4 ($160,000) or 5 ($195,000). Level is determined based on experience and our interview process.

Other benefits include:

• • Profit Sharing
  • Kit equity
  • 401k with a 5% match
  • Monthly medical benefits up to $1,950 a month toward premiums. Dental and vision premiums covered 100%
  • $4,000 equipment allowance for your first two years, $3,000 budget every following two years
  • Individual learning + development budget ($3,500/year)
  • Gender affirming benefits
  • Childcare benefit up to $3,000 annually
  • Twenty (20) days of paid time off during each year of employment
  • Paid paid vacation: An after-tax bonus of $1,000 for taking five consecutive days of vacation where you’re fully unplugged from work
  • Ten (10) paid holidays a year
  • Two weeks of paid sick time each year, including mental health + well being days
  • Twelve (12) weeks paid parental leave and flexible scheduling in your child’s first year
  • Up to six weeks of paid bereavement leave, medical leave, and disaster after six months of employment, two weeks of each paid leave in your first six months
  • Winter Break Closure: Kit closes for a week at the end of December, giving everyone a collective break to enjoy the holiday season. Essential support services remain available, with teams coordinating to ensure coverage during this period
  • Four-week, paid sabbatical after five years with the team
  • Fantastic in-person or virtual retreats with the team twice a year

How to Apply

We know interviewing is tough. We aim to make it as good of an experience as we can, and part of that includes keeping you informed during the process.

Here’s what you can expect from the process:

1. 30 min - Recruiter Screen
2. Work Sample
3. 60 min - Technical Interview with the team
4. 60 min - Culture Contribution Chat
5. 45 min - Board Interview
6. 30 min - Call with our CEO, Nathan Barry
7. Reference Checks

We’ll keep you informed through every step. To get started, complete this application, including a cover letter and answers to the questions on the next page. We read every single application, and your cover letter and responses help put your experience into context.

Kit is an equal opportunity employer. We value diversity in all of its forms, and we hire the best person we can for each role, no matter your personal background. Research tells us that applicants who are female or non-binary, as well as applicants who are people of color, are less likely to apply for roles they do not feel 100% qualified for. If you think you meet more than 50% of our requirements but fewer than 100% of them, please apply. We’re imperfect communicators, so think of our job postings as the starting point for discussion rather than proof that you shouldn’t apply.

Kit does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits.