• Be a trusted thought partner to managers, helping them lead effectively through growth, ambiguity, and change • Lead organizational design to ensure teams are structured to scale, roles are clear, and talent is aligned to business priorities. • Ensure People practices remain compliant across all regions we operate in. • Own performance management cycles end to end, including feedback cycles, promotions, role changes, and compensation discussions • Use People data, context, and patterns to guide better people decisions • Be an empathetic and steady point of contact for employee relations matters, handling sensitive people matters with care and discretion • Coach team navigate through performance concerns and conflicts • Partner with PeopleOps team to design and deliver practical learning initiatives based on business needs

• Build and lead the People function across HR operations, employee experience, and strategic people initiatives • Design and implement HR infrastructure, including payroll, HRIS, and benefits administration systems • Lead compensation and benefits strategy, partnering with Finance and leadership • Oversee all aspects of the employee lifecycle, including onboarding, performance management, development, and offboarding • Act as a trusted advisor to executives and people managers • Negotiate and manage benefit programs with external brokers and partners • Develop and maintain people data infrastructure • Drive cultural initiatives that enhance engagement and belonging • Lead annual review cycles for performance, compensation, and goal-setting • Plan for scale, laying the groundwork for future programs

• End-to-End Candidate Experience: Audit and rebuild our recruiting funnel. You’ll ensure that every candidate, whether hired or not, has a world-class experience with Dash0. • Employer Branding: Help us tell our story. You’ll find creative ways to showcase our culture and OpenTelemetry mission to attract top-tier engineering and go-to-market talent. • The Talent "Org" Blueprint: Work on the strategic setup of a scalable talent organization that can handle the pressures of a fast-growing, remote-first environment. • AI & Efficiency: Research, test, and implement AI tools to automate "meaningless toil" in recruiting and HR—from automated scheduling to AI-assisted sourcing and screening. • The Employee Journey: Map out and improve key milestones (onboarding, anniversaries, promotions). • Onboarding & Admin: Own the "Day 1" experience. You’ll manage onboarding logistics, administrative to-dos, and contract amendments, ensuring everything is compliant but human-centric. • Operational Excellence: Identify bottlenecks in our current people processes and propose lean, scalable solutions.

• Serve as a crucial point of contact between executive leadership and team members • Manage all People Operations functions, such as onboarding & offboarding, benefit & compensation administration, payroll, time off requests, performance management, people development, and talent acquisition • Oversee the entire recruitment lifecycle, from job posting and sourcing to interviewing, offer negotiation, and successful onboarding • Develop and execute a comprehensive talent acquisition strategy to meet the company's growth demands across various teams • Manage and mentor the Talent Acquisition team, setting performance goals and ensuring high-quality recruitment standards • Plan and direct employee engagement events, which promote a high-performing, inclusive, and mission-driven culture • Lead and manage the People Operations team responsible for managing the people experience throughout the team member lifecycle • Provide HR industry expertise in the development and implementation of people strategies • Work with the executive leaders in all human resources related activities • Provide human resources support and consultation across the business on the most complex issues, supporting staff, managers and executives in all related areas including: recruitment, performance management, compensation and rewards, employee relations, and people development • Provide leadership on people-related issues and policies across the company • Collaborate with internal stakeholders to establish business requirements, analyze internal business needs, and identify areas of opportunity to drive the business forward and meet company objectives • Analyze data and metrics (qualitative and quantitative) to improve the people experience at the company, and increase retention rate • Build collaborative relationships across the organization • Drive a progressive, proactive, positive culture, and increase levels of engagement, enablement, and retention • Perform other duties as assigned by the company