Head of People

Role Overview

• Develop and own Kira’s people strategy in alignment with company goals and stage of growth.
• Design an organizational structure that scales, with clear roles, decision rights, and accountability.
• Anticipate future talent and capability needs as Kira expands across functions and geographies.
• Ensure people practices reinforce Kira’s culture and long-term mission.
• Build a high-quality, scalable hiring engine that attracts mission-aligned talent.
• Define what “great” looks like for roles across engineering, product, learning, sales, partnerships, and operations.
• Create structured, fair, and efficient hiring processes that scale with volume.
• Partner with leaders to raise the hiring bar while maintaining speed and strong candidate experience.
• Establish clear performance expectations, goal-setting frameworks, and feedback loops.
• Support managers in becoming strong people leaders through tools, coaching, and clear standards.
• Design career paths and development opportunities that retain top talent and enable internal mobility.
• Ensure underperformance is addressed thoughtfully, consistently, and decisively.
• Codify and steward Kira’s culture as the company grows.
• Translate values into concrete behaviors, rituals, and decision-making norms.
• Design onboarding experiences that integrate new hires quickly and effectively.
• Build systems that support engagement, and inclusion without unnecessary bureaucracy.
• Design compensation, equity, and benefits programs that are competitive, equitable, and stage-appropriate.
• Ensure compliance with employment laws across current and future geographies.
• Own core people operations including payroll, HRIS, policies, and documentation.
• Build scalable processes that support growth while maintaining operational rigor.

Requirements

• 8–12+ years of experience leading People, HR, or Talent functions, including significant time in high-growth startups or scale-ups.
• Demonstrated experience designing and operating people systems that scale, including org design, headcount planning, hiring, performance management, and compensation frameworks.
• Proven ability to partner with founders and executive teams on company strategy, translating business goals into talent and organizational plans.
• Experience building organizational structures and operating models that support rapid growth while maintaining clarity, accountability, and speed.
• Strong hands-on operator who is comfortable personally running hiring processes, fixing broken systems, and building new processes from scratch.
• Track record of enabling strong management through clear expectations, performance standards, and effective feedback mechanisms.
• Ability to make and execute difficult people decisions with sound judgment, balancing empathy with high performance standards.

Benefits

• meaningful equity and benefits