Head of Operations

Head of Operations & HR

Department: Operations / People

Level: Senior Manager

Reports to: CEO / Executive Leadership

Employment Type: Full-Time, On-Site

About the Role

We are seeking a highly organized, strategic, and hands-on Head of Operations & HR to help build and scale the operational foundation of our growing technology/SaaS company.

This role sits at the intersection of business operations, people operations, organizational development, and execution. You will be responsible for creating scalable processes, improving operational efficiency, strengthening our employee experience, and ensuring the company has the systems, policies, and organizational structure needed to support continued growth.

The ideal candidate combines strong operational judgment with practical HR leadership. You are comfortable moving between strategy and execution—from designing company-wide processes and advising leadership to improving onboarding, managing vendors, developing policies, and solving day-to-day operational challenges.

Key Responsibilities:

Business Operations & Company Scaling

• Partner with executive leadership to translate company goals into operational priorities, processes, and execution plans.
• Build and continuously improve scalable systems, workflows, policies, and operating procedures.
• Identify operational bottlenecks and implement solutions that improve efficiency, accountability, and cross-functional collaboration.
• Establish operating rhythms, including leadership meetings, company planning cycles, goal tracking, and organizational reporting.
• Define and monitor operational KPIs to provide leadership with visibility into company performance.
• Support annual and quarterly planning, headcount planning, budgeting, and resource allocation.
• Coordinate strategic and cross-functional initiatives and ensure projects remain on track.
• Evaluate and implement tools and technology that improve internal productivity and scalability.
• Manage key vendors, service providers, contracts, and operational relationships.
• Help develop the infrastructure required to support new teams, markets, offices, and stages of company growth.

Human Resources & People Operations

• Own and continuously improve the employee lifecycle, including recruiting coordination, onboarding, performance management, development, engagement, and offboarding.
• Develop scalable HR processes, policies, documentation, and employee programs.
• Partner with leadership and hiring managers on workforce planning, organizational design, and hiring priorities.
• Improve onboarding programs so new employees become productive and integrated quickly.
• Establish effective performance-management processes, including goal setting, feedback, reviews, and development planning.
• Support managers with employee relations, performance issues, organizational changes, and people-management best practices.
• Manage compensation and benefits administration in partnership with leadership and external providers.
• Maintain HR systems, personnel records, employee documentation, and reporting.
• Coordinate employee engagement, culture-building initiatives, and internal communications.
• Ensure HR policies and practices remain aligned with applicable employment requirements, working with legal counsel and external specialists where appropriate.

Organizational Development & Culture

• Help leadership design an organizational structure that can scale with the company's growth.
• Clarify roles, responsibilities, reporting structures, and decision-making ownership across teams.
• Develop management practices and processes that strengthen accountability and employee performance.
• Identify organizational gaps and recommend changes to improve effectiveness.
• Support leadership development and manager training.
• Build mechanisms for gathering employee feedback and translating insights into meaningful improvements.
• Champion a high-performance culture centered on ownership, transparency, collaboration, and continuous improvement.

Systems, Compliance & Administration

• Own or oversee core HR and operational platforms and ensure systems are accurate, efficient, and appropriately integrated.
• Maintain company policies, employee handbooks, SOPs, and internal documentation.
• Coordinate payroll, benefits, insurance, and other administrative functions with internal and external partners.
• Support employment compliance, risk management, workplace policies, and required documentation.
• Establish appropriate controls and approval processes as the organization scales.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and company information.

Qualifications

• 7+ years of progressive experience across operations, business operations, people operations, HR, or related functions.
• 2+ years of experience managing teams, functions, or significant company-wide initiatives.
• Experience working in a technology, SaaS, startup, or high-growth environment.
• Demonstrated experience building processes and infrastructure rather than simply maintaining established systems.
• Strong understanding of core HR practices across the employee lifecycle.
• Experience partnering directly with senior executives and department leaders.
• Strong project and program management capabilities with the ability to manage multiple priorities simultaneously.
• Excellent written and verbal communication skills.
• Strong analytical skills and comfort using data to identify problems and support decisions.
• High level of discretion and professionalism when handling confidential information.
• Ability to operate effectively in a fast-moving environment where priorities and organizational needs evolve quickly.

Preferred Qualifications

• Experience helping a company navigate a significant stage of organizational growth.
• Experience implementing or optimizing HRIS, payroll, performance-management, project-management, and other business systems.
• Knowledge of SaaS business models and operating metrics.
• Experience with organizational design, compensation planning, or workforce planning.
• Experience managing external HR, legal, recruiting, benefits, or operational vendors.

What Success Looks Like

Within the first 6–12 months, the Head of Operations & HR will have:

• Created greater clarity and consistency across core company operations.
• Established scalable HR and people processes across the employee lifecycle.
• Improved onboarding, performance management, and manager effectiveness.
• Reduced administrative friction and eliminated unnecessary manual processes.
• Introduced meaningful operational and people metrics for leadership.
• Strengthened cross-functional accountability and execution.
• Built a clear operational roadmap to support the company's next stage of growth.
• Become a trusted operational and people partner to the leadership team.

Ideal Candidate Profile

You are a builder and operator. You see ambiguity as something to organize, processes as something to improve, and growth as something that requires deliberate infrastructure.

You can think strategically about how the company should operate a year from now while still being willing to roll up your sleeves and solve today's problems. You know when a growing organization needs structure—and when adding structure would simply create bureaucracy.

Most importantly, you understand that scaling a company requires both strong operating systems and strong people systems, and you are excited to build both.