• Partner with senior leaders to build a forward-thinking talent strategy that outpaces the market. • Use advanced analytics and intelligent automation to elevate decision-making, accelerate performance, and shape a workforce built for the future. • Champion a culture of "AI First," ensuring managers understand how to augment their teams with automated workflows. • Lead the performance lifecycle using data-driven insights to identify high-potential employees and succession risks. • Facilitate development programs focused on AI literacy, prompt engineering, and digital fluency.

• Serve as the primary HR advisor to managers across clinics and corporate teams. • Provide coaching on performance management, progressive discipline, terminations, and conflict resolution. • Lead internal investigations, ensuring thorough documentation and sound recommendations. • Ensure consistent and fair application of policies and employment practices across all locations. • Partner with People leadership on high-risk or complex matters. • In partnership with People leadership, lead company-wide performance review cycles and support calibration processes. • Coach managers on delivering feedback, driving accountability, and strengthening team effectiveness. • Support workforce planning and evolving team structures during expansion. • Contribute to compensation review processes and role clarity as the organization scales. • Own the integrity and compliance of the employee lifecycle from hire to exit. • Oversee and support as needed onboarding and offboarding processes. • Partner with the People & Culture Associate to ensure timely payroll coordination, timekeeping accuracy, leave documentation and integrity of HRIS data. • Maintain working knowledge of payroll, time tracking, and onboarding workflows in order to step in when necessary. • Stay current on multi-state employment laws and ensure compliant practices across regions. • Identify and improve operational inefficiencies, particularly within systems and timekeeping processes. • Provide guidance on leave eligibility, accommodations, and complex employee scenarios. • Partner with the People & Culture Associate on standardized templates and documentation practices ensuring compliance with evolving federal, state, and local leave laws. • Build scalable people processes that support multi-location growth. • Monitor trends in turnover, performance, and engagement and recommend action. • Reinforce Oula’s values through consistent people practices and manager enablement. • Support internal communications and change management during expansion. • Help track KPIs and people dashboards to communicate progress to internal and external stakeholders. • Partner with the talent team on recruiting efforts and strategy as needed to meet our 2026 growth goals and beyond.

• Establish and lead the People Business Partner (PBP) function • Partner with leaders and managers to align strategies • Drive performance management and accountability across the organization • Guide on employee relations and compliance • Lead change initiatives and provide coaching support • Use data analytics to inform talent and organization health decisions • Collaborate with PeopleOps and Recruiting teams

Runpod is the foundational platform for developers to build and run custom AI systems that scale. With over 500,000 developers worldwide and an annual recurring revenue run rate exceeding $120M, Runpod operates at the intersection of developer velocity and production-scale AI. Founded in 2022, we’ve grown rapidly by building infrastructure purpose-built for modern AI workloads. Our platform enables teams to move from experimentation to deployment with flexibility across cloud, on-prem, and hybrid environments. As a remote-first, globally distributed company, we are building the infrastructure layer that powers the next generation of AI systems. The Head of People Ops will lead a small but high-impact People team that serves as a critical partner to leadership and employees across the company supporting day-to-day employee needs and scaling the organization. This person will report directly into our COO and serve as a trusted advisor to the executive team and drive People strategy and systems across the organization. Responsibilities:Strategic People Leadership - Serve as a strategic partner to the COO and executive team on people strategy and organizational design - Support executives in scaling teams, refining organizational structures, and strengthening leadership capabilities - Lead change management to ensure smooth transitions and transformation during growth - Align HR initiatives directly with business objectives, ensuring people strategy drives business results - Design company-wide people programs and frameworks (performance management, compensation, career development) People Operations & Infrastructure - Own and optimize people operations systems, processes, and technology stack (HRIS, benefits platforms, compliance tools) - Collaborate with the Director of Talent Acquisition, who owns recruiting execution, to align hiring strategy, headcount planning, and operational scalability - Build and manage operational infrastructure including benefits strategy, vendor relationships, and compliance - Manage people operations budget including headcount, benefits, tools, and programs - Ensure compliance with federal, state, and local employment laws across all locations - Design compensation and rewards structures that are competitive and equitable - Administer performance management systems that encourage accountability and excellence Team Leadership - Lead, mentor, and support a small but impactful People team - Provide clear direction while empowering team members to own their areas of expertise - Set strategic direction for how the People team operates and delivers value - Build additional people operations capability as the company scales Culture & Employee Experience Strategy - Set strategic direction for culture, engagement, and employee experience - Partner with Director, HRBP to ensure consistent implementation across all business functions - Foster an environment where employees feel engaged, supported, and motivated to grow Requirements: - 8+ years of progressive HR/People experience, including direct ownership of HR strategy and operations in a high-growth tech or startup environment - Proven experience building and managing people operations teams - Proven ability to design scalable people systems and infrastructure while also being hands-on with operational needs - Experience advising and influencing executives at C-suite level - Strong knowledge of HR compliance, employment law, and global workforce planning - Deep expertise in HRIS systems, benefits design, and people operations - Data-driven approach to decision-making with experience using HR metrics to guide strategy - Excellent leadership, communication, and problem-solving skills - Successful completion of a background check What You’ll Receive: - The competitive base pay for this position ranges from 200k-250k usd. This salary range may be inclusive of several career levels at Runpod and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location - Meaningful equity in a fast-growing company- everyone on the team receives stock options — your impact drives our growth, and you share in the upside. - Generous medical, dental & vision plans — we cover 100% for all employees and partial for dependents. - Flexible PTO- take the time you need to recharge - Most roles are remote work first with an inclusive, collaborative teams utilizing slack as the main form of internal communication - Join a passionate team on the cutting edge of AI infrastructure — where culture, learning, and ownership are at the heart of how we scale. - $1,200 Home Office & Equipment Stipend- We set you up for success from day one with gear and support to create your ideal workspace Runpod is committed to maintaining a workplace free from discrimination and upholding the principles of equality and respect for all individuals. We believe that diversity in all its forms enhances our team. As an equal opportunity employer, Runpod is committed to creating an inclusive workforce at every level. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, protected veteran status, disability status, or any other characteristic protected by law. We welcome every qualified candidate eligible to work in the United States; however, we are currently unable to sponsor employment visas