Head of People

We are a diverse and experienced global team of individuals with a common goal: to advance the cause of organizations through mobile fundraising. Tatango is built on 5 core principles, Tatango C.A.R.E.S. – Community, Autonomy, Respect, Excellence, and Spirit.

In the spirit of our values, we know when we take care of our team members, they in turn help organizations achieve their best. And, that is why we celebrate amazing talent with truly incredible benefits! Thanks for checking us out and exploring whether you’re ready for Team Tatango!

ABOUT MOMOGOOD, INC.

momoGood is building an AI-native platform designed to unify donors, nonprofits, enterprises, and brands to unlock modern giving, volunteering, and fundraising. Through strategic acquisitions and rapid expansion, we are building a global organization designed to create meaningful impact at scale. As we grow, we are committed to building a company defined by strong values, clear leadership, and a people-first culture. We believe that great companies are built by great people — supported by thoughtful structure, strong systems, and intentional culture. We are seeking a foundational People leader who will help architect and build the HR function from the ground up during a critical phase of growth, integration, and international expansion.

POSITION SUMMARY

The Head of People will lead all aspects of Human Resources and people strategy across momoGood as we integrate multiple acquired businesses and scale globally. This role will partner closely with the CEO and leadership team to define and implement the people foundation of the company across both U.S. and international operations. This is a builder role. The individual in this position will operate as a hands-on leader and individual contributor, personally executing across recruiting, HR operations, systems, compliance, and organizational design while laying the groundwork for a future team. This role requires someone energized by ambiguity, capable of operating in an evolving environment, and motivated to build structure, systems, and culture from the ground up across a globally distributed workforce.

This is a hands-on, build-from-scratch role that will initially operate without a dedicated HR team, requiring you to personally execute core HR functions while establishing scalable systems and processes across both U.S. and international employees and contractors. You will create the foundation first, with team growth occurring over time based on business needs and organizational maturity.

KEY RESPONSIBILITIES

INTEGRATION OF ACQUIRED BUSINESSES

• Validate and organize employment agreements, documentation, and compliance requirements across all regions, including international jurisdictions

• Assess and rationalize existing HR vendors, systems, and external partners, including those supporting global payroll and contractor management

• Lead the hands-on consolidation of HR systems, payroll, and employee data into a unified structure that supports a multi-country workforce

• Define and implement a clear organizational structure aligned to current and future business needs across geographies

• Establish consistent policies and practices across acquired entities while accounting for regional legal and operational differences

TALENT ACQUISITION & NEW HIRES

• Personally lead recruiting efforts for key roles, including job design, posting, screening, and offer execution across U.S. and international markets

• Build and operationalize recruiting workflows, tools, and processes to support hiring across multiple countries and employment models

• Evaluate and implement solutions such as Employer of Record (EOR) providers or international payroll partners to enable compliant global hiring

• Improve onboarding processes to ensure employees and contractors across regions are effectively integrated

• Partner directly with leadership to prioritize and execute against hiring plans

COMPANY LEVELING & COMPENSATION

• Conduct a hands-on review of compensation across the organization, including international employees and contractors

• Build and implement salary bands and leveling frameworks that account for geographic and market differences

• Establish a clear, consistent, and transparent compensation philosophy for a global workforce

• Operationalize compensation processes to support hiring, promotions, and performance management

HR OPERATIONS & EMPLOYEE SUPPORT

• Serve as the primary point of contact for day-to-day HR matters across a globally distributed workforce

• Build and manage core HR processes including policies, documentation, and compliance frameworks across jurisdictions

• Evaluate, select, and implement HR systems (HRIS, payroll, benefits administration) capable of supporting multi-country operations

• Partner with legal, finance, and external advisors to ensure compliant onboarding, classification, and management of international employees and contractors

• Support benefits planning and administration strategies that address the needs of both U.S. and non-U.S. employees

CULTURE & ORGANIZATIONAL DEVELOPMENT

• Help define and embed company culture across a multi-entity, multi-country organization

• Translate company values into practical, day-to-day behaviors and systems that resonate across geographies

• Support leadership in driving alignment, accountability, and clarity across distributed teams

PERFORMANCE MANAGEMENT & EMPLOYEE DEVELOPMENT

• Design and implement a practical and scalable performance management framework across regions

• Build and operationalize review cycles, feedback processes, and development planning

• Manage and execute Performance Improvement Plan (PIP) processes with consistency and clarity across jurisdictions

• Create foundational frameworks that support accountability and growth across a distributed organization

WHAT SUCCESS LOOKS LIKE

Within the first 12 months, this leader will have:

• Unified HR systems and processes across acquired businesses and geographies

• Personally stood up core HR infrastructure including systems, policies, and workflows

• Built and implemented compensation bands and leveling frameworks for a global workforce

• Filled key strategic roles through a structured and effective recruiting process

• Established clear and compliant HR operations across U.S. and international teams

• Strengthened and operationalized company culture during a period of rapid growth and integration

IDEAL PROFILE

• Experience building or significantly transforming an HR or People function from the ground up

• Comfortable operating as both a strategic leader and hands-on executor without existing infrastructure

• Experience supporting international teams, including employees and contractors across multiple countries, or strong interest in developing this capability

• Familiarity with or exposure to global employment models such as Employer of Record (EOR), contractor engagement, and local entity employment

• Practical understanding of or ability to quickly learn cross-border compliance considerations, including employment classification and regional labor practices

• Ability to create structure in ambiguous environments and balance speed with thoughtful, compliant decision-making

• Strong interpersonal and communication skills with the ability to partner effectively across all levels of the organization

WHAT TO EXPECT

This role is:

• A hands-on builder role

• A "0 to 1" opportunity to define and implement the HR function

• A mix of strategy and execution

• A critical partner to the CEO and leadership team

This role is not:

• A purely strategic or advisory HR leadership role

• A role with an existing HR team to manage

• A “set direction and delegate” environment

DISCLAIMER

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities required of the employee. Responsibilities may evolve or change based on business needs. momoGood, Inc. is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, religion, national origin, ancestry, gender, sexual orientation, gender identity, genetic information, political beliefs, marital and family status, disability, veteran status, or any other legally protected basis.