• Own all performance cycles – Lead mid-year, year-end, and intern performance cycles from start to finish. This includes aligning stakeholders on purpose and timelines, driving communications, configuring and updating systems, prepping calibrations, and coordinating across teams. You’ll make sure the process is clear, aligned to business priorities, and easy for managers and employees. • Manage promotion, compensation, and performance workflows – Partner closely with Compensation, People Business Partners (PBPs) and other teams to ensure performance data is accurate, promotion and comp workflows run smoothly, and consistent follow-through on talent actions. • Build and maintain talent review and retention programs – Own talent reviews, top talent programs, and proactive retention efforts. Create a clear, consistent approach to identifying high performers and planning ahead as the company grows. • Run listening programs – Execute the Culture Survey and smaller, program-specific pulse surveys. Partner with Communications, People Analytics, and PBPs to analyze results and share clear, actionable insights with leaders. • Improve how things work for managers – Ensure data integrity, streamline processes, connect new-hire assessments to ongoing performance, and build practical resources that help managers have better conversations. • Partner closely across the business – Work day to day with PBPs and cross-functional teams (Comms, Compensation, People Ops, Finance, Systems) to make sure talent programs support real business needs. • Continuously improve our programs – Use data and employee feedback to spot patterns, call out what’s working (and what’s not), and recommend improvements. Test ideas, pilot changes where it makes sense, and refine what works over time. • Deeply understand the business – We’re building for both the short and long term, so knowing where the business is headed (and the nuances along the way) is critical.

• Own and execute core People operations including onboarding, employee changes, benefits administration, payroll coordination, and off-boarding • Design and maintain compliant operational processes that scale • Operationalize People programs such as performance reviews and compensation planning • Maintain high-quality People data and systems for reporting and audits • Build and maintain clear workflows, documentation, and controls to reduce operational risk • Identify gaps or risks in People operations and partner with leadership to address them

• Робота з CEO Boosters напряму • Можливість росту до C-level • Cильну команду поруч — працюватимеш з лідерами напрямків: Head of Marketing, Head of Growth Ops, NLP Lead, Lead Product Manager, Head of Engineering, Lead Product Designer, General Manager, Lead Product Manager • Strategic Decision-Making & Strategy Shaping • Активна участь і допомога CEO та партнерам у стратегічних рішеннях та формуванні стратегії • Strategic Human Resources Development • Посилення та управління функціями TA/HR/Employer Brand • Допомога в хедхантингу на топові & фаундер ролі • Organizational Design & Workforce Planning • Проєктування та реалізація структури компанії під стратегічні цілі • Organizational Culture & Leadership Development • Формування культури лідерства, довіри, прозорості; програми розвитку менеджерів (коучинг, лідерські академії) • Change Management & Internal Communications • Стратегічне управління змінами (нові процеси, системи, цінності). Управління кризовими комунікаціями • Performance Management & Goal Setting • Побудова ефективної системи цілепокладання та оцінки результативності бізнесу через призму перформансу людей і команд.

• Lead talent enablement for the Go-To-Market organization, translating org-wide people and talent strategies into clear, actionable programs that support revenue growth, productivity, and scale • Act as a strategic partner to GTM leaders, serving as a trusted advisor and extension of People leadership within supported functions • Design, build, and execute people and talent programs from the ground up, owning the full lifecycle from concept through implementation, iteration, and measurement • Lead functional talent management across GTM teams, including org design, performance management, succession planning, employee relations, and capability development aligned to business plans • Develop, retain, and increase engagement across a distributed workforce, with a primary focus on GTM teams while supporting other areas of the business as needed • Partner closely with the People & Talent Strategy team to develop, pilot, and scale people initiatives that drive measurable business impact • Lead and support change management efforts related to organizational growth, GTM evolution, and restructuring, ensuring leader readiness and adoption • Coach and advise leaders on organizational design, talent strategy, performance management, leadership effectiveness, and overall team health • Influence decision-making through data, insights, and external benchmarks; leverage people analytics and stay current on industry trends to inform recommendations and program design • Effectively balance and prioritize multiple initiatives in a fast-paced, high-growth environment, making informed trade-offs based on business outcomes and team needs • Contribute broadly to People team priorities in a small, high-growth environment, flexing across functions and initiatives as needed while maintaining ownership of core talent strategy responsibilities • Maintain a habit of using AI tools to think, build, and ship faster—it’s your default, not an afterthought.