Head Of People Jobs
Head Of People jobs are open across technology, healthcare, financial services, and consumer goods, from early-career HR business partner roles to chief people officer, with specializations in talent acquisition, culture and engagement, and total rewards. Find a role that fits from the openings below and apply directly.
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***Applicants MUST live within an hour of Boston, MA.***
ABOUT CAPTURE
Capture is a SaaS and Services company serving the higher education market, with $20M+ in annual recurring revenue and growing at 25%+ per year. We expect to reach $30M+ within 12 months and continue scaling from there. This is the right moment to build the people function the right way — before growth creates problems that are harder to fix.
POSITION SUMMARY
Capture is hiring its first dedicated Head of People & Culture. This is a hands-on role with real strategic scope: you will build the hiring, performance, and culture programs that the company needs to grow well. You will work directly with the CEO and leadership team, and you will be expected to own the people function — not just support it.
POSITION DETAILS
Title: Head of People & Culture (Director / Senior Director level)
Reports To: CEO (close partnership with CFO, COO, CTO, and CCO)
Experience: 8–15 years in progressive HR/People leadership roles
Seniority: Senior individual contributor / near-executive; not full VP-level
Engagement: 3–4 days per week preferred; full-time considered
Location: Remote with periodic on-site (Louisville, KY and Boston, MA)
Revenue Context: $20M+ ARR, growing 25%+ per year
WHAT MAKES THIS ROLE UNIQUE
This is not a compliance or administration role. Capture needs a People leader who:
- Has built HR programs inside a growing SaaS company in the $10M–$50M revenue range
- Is comfortable in a fast-moving, investor-backed business where results matter and resources are focused
- Can credibly partner with finance, sales, engineering, and customer success leaders
- Connects people decisions to business outcomes — not just HR best practices
KEY ACCOUNTABILITIES
The Head of People will own six core pillars:
Talent Acquisition & Employer Brand
- Design and own structured hiring processes including scorecards, interview guides, and offer frameworks
- Partner with hiring managers on all strategic and critical roles, especially sales, CS, and product
- Build Capture's employer brand in the higher education SaaS market to compete for top talent
- Introduce sourcing strategies and referral programs to reduce time-to-fill and cost-per-hire
Performance Management & Accountability
- Manage a lightweight, effective goal-setting framework aligned to company cadence
- Run bi-annual performance review cycles with clear calibration standards
- Coach managers on giving constructive feedback, recognizing high performers, and addressing underperformance
- Develop career ladders and leveling guides to support internal mobility and retention
Compensation & Total Rewards
- Develop salary bands and leveling frameworks benchmarked to relevant SaaS markets
- Design and communicate variable compensation structures, particularly for sales and customer success roles
- Clearly communicate equity or option plans in the context of a growth-stage business
- Conduct annual compensation reviews aligned to business performance and market data
Culture & Manager Effectiveness
- Run employee engagement surveys and translate data into actionable retention and culture initiatives
- Build a manager effectiveness program — Capture's most critical lever for retention and performance
- Define and operationalize Capture's cultural values as the company scales past 100+ employees
- Support leadership development informally, identifying high-potential employees for expanded roles
HR Operations & Compliance
- Maintain policies, employee handbook, and HR documentation to ensure legal and regulatory compliance
- Oversee benefits administration, leave management, and onboarding/offboarding processes
- Select and manage HRIS tools appropriate for a lean, scaling team
- Ensure compliance across all states and jurisdictions as the remote workforce grows
Learning & Development
- Design a practical onboarding program that gets new hires productive faster and sets consistent expectations
- Build a lightweight manager development program focused on feedback, coaching, and team performance
- Identify high-potential employees and create simple development plans to grow them into expanded roles
- Curate external learning resources (courses, coaching, conferences) tied to role-specific skills and growth goals
WHAT IS NOT THE FOCUS AT THIS STAGE
Capture is a lean business. We want the Head of People focused on what matters most right now. The following are not priorities at this stage:
- A heavy DEI program or standalone learning & development department
- Complex HRIS optimization or multiple HR specialists
- Rigid HR bureaucracy or process for process's sake
- Large headcount within the HR function itself
IDEAL CANDIDATE PROFILE
Required Experience
- 8+ years in People/HR roles with at least 3 years in a leadership capacity
- Proven experience scaling a company from $10M to $50M+ in revenue (SaaS strongly preferred)
- Hands-on generalist who has personally built — not just inherited — HR programs
- Comfortable working in a lean environment with limited administrative support
- Track record of partnering directly with sales and go-to-market leadership
Competencies & Attributes
- Business Acumen: Understands how a SaaS business works — revenue, margins, growth levers, and what investors care about
- Executes with Urgency: Gets things done without waiting for perfect conditions
- Influential Communicator: Earns trust across all levels — from the CEO to individual contributors
- Data-Driven: Uses metrics to drive decisions and demonstrate the ROI of people programs
- Pragmatic Builder: Creates infrastructure that scales without creating bureaucracy
- Coach & Partner: Develops manager capability rather than doing the work for them
COMPENSATION
Base Compensation
(Part-Time 3–4 Days/Week)
Hiring range is roughly $108k - $176k, TBC — to be confirmed upon offer
Variable / Bonus
10–15% annual performance bonus tied to company and individual goals
Equity
Options commensurate with seniority (details TBD)
Benefits
Full benefits package including health, dental, vision, and 401(k)
NEAR-TERM ROADMAP FOR THE ROLE
The following represents the expected priorities and deliverables for the Head of People in the first 12 months. This roadmap will be co-created with the CEO upon hiring.
KEY PRIORITIES
Phase 1
Foundation
Months
1–2
- Complete listening tour: 1:1s with all managers and a cross-section of employees
- Audit current HR operations: policies, compensation structure, compliance posture, benefits
- Assess talent gaps across all functions relative to the growth plan
- Map existing hiring processes and identify immediate improvements
- Establish HR metrics baseline (attrition, time-to-fill, etc.)
Phase 2
Infrastructure
Months
2–6
- Launch structured hiring process with scorecards for top 5 most-hired roles
- Deploy compensation bands and leveling framework across all functions
- Manage performance review cycle with manager training
- Publish updated employee handbook and core HR policies
- Select and implement right-sized HRIS if not already in place
Phase 3
Scale
Months
6–12
- Run bi-annual engagement survey and present findings to leadership with action plan
- Develop and launch manager effectiveness program for Capture's growing team lead population
- Build employer brand assets: careers page, Glassdoor presence, employee value proposition
- Design and communicate equity/option program clearly to all impacted employees
- Present 12-month people strategy roadmap aligned to the 2027 business plan
SUCCESS METRICS — YEAR 1
The Head of People will be evaluated against the following outcomes at the 12-month mark:
- Regrettable turnover held below 10%
- Time-to-fill for critical roles reduced by 20%+ versus baseline
- 100% of managers trained on performance framework; review cycle completed on time
- Compensation bands documented and communicated across all functions
- HR compliance posture assessed and gaps remediated across all operating states
Pay: $108,000.00 - $176,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Retirement plan
Application Question(s):
- Do you currently live within a one hour commute from the Boston, MA area? (This is a requirement).
- Have you personally built a performance review or goal-setting framework from scratch at a company that didn't previously have one?
- Do you have hands-on experience building salary bands or variable compensation structures for sales or customer success teams?
- How many years of experience do you have personally designing and running structured hiring processes (scorecards, interview guides, offer frameworks) — not just using ones already in place?
- Have you managed multi-state HR compliance and HRIS selection/implementation as the sole or lead HR person (not part of a larger HR team)?
- Have you worked in-house at a SaaS or subscription-revenue company between $10M and $50M in ARR? (If the answer is yes, please also note the ARR range).
- How many years of experience do you have running employee engagement surveys and/or building manager development programs?
- This role is structured as 3–4 days per week (with full-time considered). Are you available and interested in a part-time (3–4 days/week) engagement?
- Do you have 8+ years in People/HR roles overall, with at least 3 years in a leadership capacity?
Work Location: Hybrid remote in Boston, MA 02133
***Applicants MUST live within an hour of Boston, MA.***
ABOUT CAPTURE
Capture is a SaaS and Services company serving the higher education market, with $20M+ in annual recurring revenue and growing at 25%+ per year. We expect to reach $30M+ within 12 months and continue scaling from there. This is the right moment to build the people function the right way — before growth creates problems that are harder to fix.
POSITION SUMMARY
Capture is hiring its first dedicated Head of People & Culture. This is a hands-on role with real strategic scope: you will build the hiring, performance, and culture programs that the company needs to grow well. You will work directly with the CEO and leadership team, and you will be expected to own the people function — not just support it.
POSITION DETAILS
Title: Head of People & Culture (Director / Senior Director level)
Reports To: CEO (close partnership with CFO, COO, CTO, and CCO)
Experience: 8–15 years in progressive HR/People leadership roles
Seniority: Senior individual contributor / near-executive; not full VP-level
Engagement: 3–4 days per week preferred; full-time considered
Location: Remote with periodic on-site (Louisville, KY and Boston, MA)
Revenue Context: $20M+ ARR, growing 25%+ per year
WHAT MAKES THIS ROLE UNIQUE
This is not a compliance or administration role. Capture needs a People leader who:
- Has built HR programs inside a growing SaaS company in the $10M–$50M revenue range
- Is comfortable in a fast-moving, investor-backed business where results matter and resources are focused
- Can credibly partner with finance, sales, engineering, and customer success leaders
- Connects people decisions to business outcomes — not just HR best practices
KEY ACCOUNTABILITIES
The Head of People will own six core pillars:
Talent Acquisition & Employer Brand
- Design and own structured hiring processes including scorecards, interview guides, and offer frameworks
- Partner with hiring managers on all strategic and critical roles, especially sales, CS, and product
- Build Capture's employer brand in the higher education SaaS market to compete for top talent
- Introduce sourcing strategies and referral programs to reduce time-to-fill and cost-per-hire
Performance Management & Accountability
- Manage a lightweight, effective goal-setting framework aligned to company cadence
- Run bi-annual performance review cycles with clear calibration standards
- Coach managers on giving constructive feedback, recognizing high performers, and addressing underperformance
- Develop career ladders and leveling guides to support internal mobility and retention
Compensation & Total Rewards
- Develop salary bands and leveling frameworks benchmarked to relevant SaaS markets
- Design and communicate variable compensation structures, particularly for sales and customer success roles
- Clearly communicate equity or option plans in the context of a growth-stage business
- Conduct annual compensation reviews aligned to business performance and market data
Culture & Manager Effectiveness
- Run employee engagement surveys and translate data into actionable retention and culture initiatives
- Build a manager effectiveness program — Capture's most critical lever for retention and performance
- Define and operationalize Capture's cultural values as the company scales past 100+ employees
- Support leadership development informally, identifying high-potential employees for expanded roles
HR Operations & Compliance
- Maintain policies, employee handbook, and HR documentation to ensure legal and regulatory compliance
- Oversee benefits administration, leave management, and onboarding/offboarding processes
- Select and manage HRIS tools appropriate for a lean, scaling team
- Ensure compliance across all states and jurisdictions as the remote workforce grows
Learning & Development
- Design a practical onboarding program that gets new hires productive faster and sets consistent expectations
- Build a lightweight manager development program focused on feedback, coaching, and team performance
- Identify high-potential employees and create simple development plans to grow them into expanded roles
- Curate external learning resources (courses, coaching, conferences) tied to role-specific skills and growth goals
WHAT IS NOT THE FOCUS AT THIS STAGE
Capture is a lean business. We want the Head of People focused on what matters most right now. The following are not priorities at this stage:
- A heavy DEI program or standalone learning & development department
- Complex HRIS optimization or multiple HR specialists
- Rigid HR bureaucracy or process for process's sake
- Large headcount within the HR function itself
IDEAL CANDIDATE PROFILE
Required Experience
- 8+ years in People/HR roles with at least 3 years in a leadership capacity
- Proven experience scaling a company from $10M to $50M+ in revenue (SaaS strongly preferred)
- Hands-on generalist who has personally built — not just inherited — HR programs
- Comfortable working in a lean environment with limited administrative support
- Track record of partnering directly with sales and go-to-market leadership
Competencies & Attributes
- Business Acumen: Understands how a SaaS business works — revenue, margins, growth levers, and what investors care about
- Executes with Urgency: Gets things done without waiting for perfect conditions
- Influential Communicator: Earns trust across all levels — from the CEO to individual contributors
- Data-Driven: Uses metrics to drive decisions and demonstrate the ROI of people programs
- Pragmatic Builder: Creates infrastructure that scales without creating bureaucracy
- Coach & Partner: Develops manager capability rather than doing the work for them
COMPENSATION
Base Compensation
(Part-Time 3–4 Days/Week)
Hiring range is roughly $108k - $176k, TBC — to be confirmed upon offer
Variable / Bonus
10–15% annual performance bonus tied to company and individual goals
Equity
Options commensurate with seniority (details TBD)
Benefits
Full benefits package including health, dental, vision, and 401(k)
NEAR-TERM ROADMAP FOR THE ROLE
The following represents the expected priorities and deliverables for the Head of People in the first 12 months. This roadmap will be co-created with the CEO upon hiring.
KEY PRIORITIES
Phase 1
Foundation
Months
1–2
- Complete listening tour: 1:1s with all managers and a cross-section of employees
- Audit current HR operations: policies, compensation structure, compliance posture, benefits
- Assess talent gaps across all functions relative to the growth plan
- Map existing hiring processes and identify immediate improvements
- Establish HR metrics baseline (attrition, time-to-fill, etc.)
Phase 2
Infrastructure
Months
2–6
- Launch structured hiring process with scorecards for top 5 most-hired roles
- Deploy compensation bands and leveling framework across all functions
- Manage performance review cycle with manager training
- Publish updated employee handbook and core HR policies
- Select and implement right-sized HRIS if not already in place
Phase 3
Scale
Months
6–12
- Run bi-annual engagement survey and present findings to leadership with action plan
- Develop and launch manager effectiveness program for Capture's growing team lead population
- Build employer brand assets: careers page, Glassdoor presence, employee value proposition
- Design and communicate equity/option program clearly to all impacted employees
- Present 12-month people strategy roadmap aligned to the 2027 business plan
SUCCESS METRICS — YEAR 1
The Head of People will be evaluated against the following outcomes at the 12-month mark:
- Regrettable turnover held below 10%
- Time-to-fill for critical roles reduced by 20%+ versus baseline
- 100% of managers trained on performance framework; review cycle completed on time
- Compensation bands documented and communicated across all functions
- HR compliance posture assessed and gaps remediated across all operating states
Pay: $108,000.00 - $176,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Retirement plan
Application Question(s):
- Do you currently live within a one hour commute from the Boston, MA area? (This is a requirement).
- Have you personally built a performance review or goal-setting framework from scratch at a company that didn't previously have one?
- Do you have hands-on experience building salary bands or variable compensation structures for sales or customer success teams?
- How many years of experience do you have personally designing and running structured hiring processes (scorecards, interview guides, offer frameworks) — not just using ones already in place?
- Have you managed multi-state HR compliance and HRIS selection/implementation as the sole or lead HR person (not part of a larger HR team)?
- Have you worked in-house at a SaaS or subscription-revenue company between $10M and $50M in ARR? (If the answer is yes, please also note the ARR range).
- How many years of experience do you have running employee engagement surveys and/or building manager development programs?
- This role is structured as 3–4 days per week (with full-time considered). Are you available and interested in a part-time (3–4 days/week) engagement?
- Do you have 8+ years in People/HR roles overall, with at least 3 years in a leadership capacity?
Work Location: Hybrid remote in Boston, MA 02133
Head Of People Jobs by Experience Level
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Find Head Of People JobsHead Of People Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Consulting & Professional Services
- Science & Research
- Agriculture & Farming
- Hospitality & Tourism
What Employers Look For
The qualifications that appear most often in head of people jobs.
- 8 or more years of progressive HR or people operations experience
- Demonstrated experience building or scaling people functions at a high-growth company
- Expertise in full-cycle talent acquisition and workforce planning
- Proficiency with HRIS platforms such as Workday, BambooHR, or Rippling
- Experience designing and managing compensation, benefits, and total rewards programs
- Bachelor's degree in human resources, business, or a related field
Tips for Your Head Of People Job Search
Quantify people programs you've led
Head of people roles demand evidence of organizational impact, not just program ownership. Replace vague resume bullets with outcomes: retention rates improved, time-to-hire reduced, engagement scores shifted. Hiring committees at this level read past soft descriptions and look for data.
Tailor your resume to company stage
A seed-stage startup and a Series C company mean very different head of people scopes. If you're applying to early-stage companies, emphasize building from scratch. For growth-stage roles, lead with scaling experience. Using one generic resume for both stages costs you interviews.
Apply early to roles that fit
Migrate Mate lists head of people openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target openings by headcount and funding stage
Head of people responsibilities shift dramatically depending on whether a company has 50 employees or 500. Filter your search by company size and recent funding rounds to find roles where your specific experience with that stage of growth will be most relevant and competitive.
Prepare a people strategy presentation
Many head of people final rounds include a live case or take-home strategy deck. Practice articulating a 90-day people plan for the specific company before your interview. Interviewers want to see how you diagnose organizational needs and prioritize competing talent initiatives under real constraints.
Negotiate total compensation beyond base pay
Head of people candidates often leave equity, professional development budgets, and executive coaching stipends on the table. Before you accept, ask for the full equity schedule, the performance review cadence, and whether a signing bonus is available to offset unvested compensation you're leaving behind.
Head Of People Jobs: Frequently Asked Questions
Which companies are hiring the most head of peoples?
The companies hiring the most head of peoples right now include Respiris, Corgi Insurance, and POSH, with the largest share of openings in California, New York, and Washington, based on current listings on Migrate Mate as of August 2026. Demand is especially strong at venture-backed technology companies and healthcare systems actively scaling their workforces.
How many head of people jobs are remote?
About 55% of head of people openings are fully remote or hybrid as of August 2026, reflecting how broadly distributed workforces have become. Sub-areas such as people operations, HR business partnering, and talent acquisition tend to have the highest share of remote and hybrid arrangements compared to roles focused on in-person culture programming.
How do you become a head of people?
Most heads of people move up through HR business partner, talent, or total rewards roles before stepping into a people leadership position. Build depth in at least two HR domains, take ownership of a people program end-to-end, and seek out companies where you can lead a small team early. An SHRM certification or an MBA with an HR focus can strengthen your candidacy at larger organizations.
Can you get hired as a head of people with limited experience?
It's uncommon to land a head of people title without meaningful HR experience, but early-stage startups occasionally hire ambitious HR generalists into the role when the company has no existing people function. In those cases, practical experience building onboarding, recruiting, or compliance processes matters more than tenure, and demonstrating business acumen alongside HR knowledge closes the gap.
What does the head of people interview process look like?
The process typically opens with a recruiter screen, followed by interviews with the CEO or COO and key functional leaders who will be your internal clients. Final rounds often include a people strategy presentation or case study, a panel with department heads, and a culture conversation with a cross-functional group. References from prior executives you've supported are almost always checked before an offer is extended.
Where can I find and apply to head of people jobs?
You can find and apply to head of people jobs on Migrate Mate, which lists current openings from companies across the United States. Find roles that match your experience and the company stage you want to work in, then apply directly to each listing from the page.
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