Remote Head of People

• Partner with the President and executive team on org design, leadership effectiveness, talent quality, succession, performance, and cross-functional friction
• Design and protect Bizee's talent bar. Build the hiring standards, role scorecards, interview calibration, decision rules, and leadership alignment required to consistently identify high-caliber talent as the company scales. Ensure we do not compromise on quality-of-hire in the name of speed
• Design a scalable hiring system, including workforce planning, role definition, scorecards, interview loops, calibration, decision frameworks, and candidate experience
• Build Bizee's People Operating System, including the rhythms, mechanisms, and rituals that drive alignment, accountability, and performance
• Strengthen the manager layer through practical enablement, feedback systems, performance routines, and leadership expectations
• Design and own Bizee's performance cycle: goal setting, ratings, calibration, and linkage to comp and promotion decisions
• Advise on role clarity, leveling, compensation philosophy, incentive design, spans, layers, and capability planning
• Build onboarding, engagement, and internal communication mechanisms that help employees ramp faster and stay connected to the mission
• Lead change management as Bizee modernizes its platform, operating model, AI-enabled workflows, and distributed teams
• Plan and execute the eventual transition away from full co-employment (PEO) arrangements in multiple countries globally, including building the internal HRIS, payroll, benefits and compliance infrastructure needed to stand up direct employment, sequencing the migration to minimize risk and disruption, and managing the associated legal, tax, and employee communication considerations.
• Own multi-state wage and hour compliance and workforce administration for a distributed employee population spanning nearly all 50 U.S. states, encompassing both exempt and non-exempt staff
• Lead and integrate teams across multiple countries internationally, ensuring a single coherent Bizee culture and set of operating standards translate effectively across geographies, management structures, and local labor norms
  
  

• 10+ years of progressive experience in People, Talent, HRBP, Organizational Effectiveness, or People Operations leadership
• Experience building People systems from the ground up, ideally in a high-growth, profitable, founder-led, PE-backed, SaaS, platform, marketplace, or tech-enabled services environment
• Strong executive judgment and the ability to operate as a true strategic partner to a President and executive team
• Proven experience with hiring systems, talent calibration, performance management, manager enablement, org design, leveling, compensation frameworks, and People Ops infrastructure
• A strong point of view on talent density, quality-of-hire, leadership standards, and what it takes to build a high-performance company
• Strong operator instincts: structured, practical, clear, and biased toward action
• High EQ and high backbone: able to coach leaders, challenge assumptions, handle sensitive issues, and create clarity without adding drama or bureaucracy
• Strategic and hands-on: able to advise the executive team in the morning and fix an onboarding workflow in the afternoon
• Business-first orientation: understands revenue, margin, productivity, execution, and the tradeoffs of scaling a profitable company
• Low-drama, high-signal communication style: brings facts, judgment, candor, and calm to complex situations
• Culture carrier: protects what makes Bizee special while raising the performance bar
• Comfort operating in ambiguity and building while the business is moving fast
• Strong written communication skills and the ability to turn messy organizational issues into simple plans and operating mechanisms
• Demonstrated experience managing a multi-state U.S. workforce (ideally 40+ states) that includes both exempt and non-exempt employees, with working knowledge of state-by-state wage and hour variation and how to operationalize compliance without adding unnecessary drag
• Experience leading or partnering with teams in multiple countries, with a track record of integrating culture, standards, and management practices across borders rather than running parallel, disconnected functions
• Direct experience transitioning a workforce out of a co-employment/PEO model, including standing up in-country or in-state direct employment infrastructure (payroll, benefits, statutory compliance) and managing the change process for affected employees and managers
  
  

• In the first year, Bizee has a stronger People Operating System that improves alignment, ownership, speed, and accountability across the company
• Hiring is more structured, faster, and higher-signal. Leaders know what great looks like by role and level, hiring decisions are more disciplined, and the company is increasing talent density as it scales
• Managers are better equipped to set direction, coach performance, handle conflict, and create clarity. Employees have stronger expectations, better communication, and a clearer understanding of how their work connects to the company's mission
  
  

Salary and compensation

Benefits

🌎 Distributed team

Location