Head Of People Operations Jobs
Head Of People Operations jobs are open across tech, healthcare, finance, and professional services, at levels from senior manager to VP and Chief People Officer, with specializations in talent strategy, organizational design, and HR systems leadership. 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 Operations Jobs by Experience Level
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Find JobsHead Of People Operations Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Construction & Real Estate
- Investment & Asset Management
- Consulting & Professional Services
- Science & Research
What Employers Look For
The qualifications that appear most often in head of people operations jobs.
- 7 or more years of progressive HR leadership experience, including managing HR teams
- Demonstrated experience building or scaling people programs across the full employee lifecycle
- Proficiency with an HRIS platform such as Workday, BambooHR, or Rippling
- Bachelor's degree in human resources, business administration, organizational psychology, or a related field
- Experience developing and executing talent acquisition, retention, and workforce planning strategies
- SHRM-SCP, SPHR, or equivalent senior HR certification preferred by many employers
Tips for Your Head Of People Operations Job Search
Quantify your people programs' impact
Recruiters for head of people operations roles expect metrics, not just duties. Tie your resume bullets to outcomes like retention improvement, hiring velocity, or engagement score changes. Vague descriptions of 'overseeing HR functions' won't separate you from other senior candidates.
Apply early to roles that fit
Migrate Mate lists head of people operations openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your resume to company stage
A scaling Series B startup wants someone who can build from scratch. A public company wants policy governance and compliance depth. Read each job description for signals about company stage and reframe your experience to match what that stage actually demands.
Target openings aligned with your HRIS expertise
Many listings specify a preferred HRIS platform like Workday, BambooHR, or Rippling. Filter your search toward companies using systems you know well. Switching platforms at the leadership level is possible, but demonstrated fluency shortens your ramp and strengthens your application.
Prepare for a culture and values interview round
Head of people operations candidates almost always face a dedicated culture or values-fit conversation with the CEO or leadership team. Prepare specific examples of how you've shaped culture intentionally, not just maintained it, including decisions you made that weren't universally popular.
Negotiate scope before discussing compensation
Clarify team size, reporting structure, and whether the role has a seat at the executive table before any compensation discussion. These structural factors define the real seniority of the position, and you'll negotiate from a stronger position once you understand what you're actually taking on.
Head Of People Operations Jobs: Frequently Asked Questions
Which companies are hiring the most head of people operationss?
The companies hiring the most head of people operationss right now include Respiris, Corgi Insurance, and Citi, with the largest share of openings in California, New York, and Massachusetts, based on current listings on Migrate Mate as of August 2026. Demand tends to be strongest at growth-stage companies adding headcount and at larger organizations undergoing restructuring or systems transitions.
How many head of people operations jobs are remote?
About 57% of head of people operations openings are fully remote or hybrid as of August 2026, making it one of the more flexible senior leadership roles in terms of location. Sub-functions like HR systems management, people analytics, and compensation design tend to offer the most remote flexibility, while culture-building and employee relations responsibilities often pull toward on-site presence.
How do you become a head of people operations?
Most people reach head of people operations by progressing through HR generalist, HR business partner, and HR director roles before stepping into a function-wide leadership position. Building cross-functional experience across talent acquisition, compensation, and organizational development is important. Earning a senior HR certification and leading at least one significant people program end-to-end, such as a benefits overhaul or HRIS implementation, strengthens your candidacy considerably.
Can I get a head of people operations job without extensive HR leadership experience?
Getting hired without deep HR leadership experience is difficult at this level, but a few paths exist. Candidates who have led people functions at small startups, even with informal titles, can position that experience as equivalent. Strong operational leaders who built out internal HR infrastructure, even without an HR title, have made the transition by emphasizing outcomes over credentials and targeting early-stage companies willing to bet on a generalist operator.
What does the head of people operations interview process look like?
The process typically starts with a recruiter or HR screen, followed by a hiring manager conversation focused on your leadership philosophy and program experience. From there, expect a panel interview with executives or department heads assessing cross-functional fit, and often a practical component such as a people strategy presentation or a case study on an organizational challenge. A final conversation with the CEO is common at smaller companies.
Where can I find and apply to head of people operations jobs?
You can find and apply to head of people operations jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and seniority level, then apply directly to each listing that fits.
See All 58 Head Of People Operations Jobs
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