Head of People

About Us

Optable is a fast-growing technology company dedicated to redefining identity management & data collaboration in the age of AI. We are at the forefront of the biggest transformation in the adtech landscape in a decade, building the infrastructure that defines what comes next. As we enter an exciting stage of global expansion, we are looking for leaders to help us scale our teams, strengthen our operating cadence, and build the people systems that turn ambition into repeatable execution.

How we work

We value speed, clarity, and ownership.

We build lightweight processes that make execution easier.

We avoid bureaucracy; policies exist to solve real problems, not to create them.

About the Role

The Head of People will be a hands-on builder who owns the core People engine—recruiting, onboarding, manager enablement, performance cycles, HR operations/HRIS, employee relations, engagement, and culture rituals—without creating red tape. This role enables leaders and managers to execute faster and more effectively, while ensuring Optable scales with strong talent density and healthy team dynamics.

What you’ll do

Talent acquisition (end-to-end ownership)

• Own the hiring system across the company: intake, job design, scorecards, structured interviews, candidate experience, offers, and closing.
• Work with hiring managers to run consistent, high-quality hiring processes with speed and discipline.
• Build scalable sourcing channels (referrals, direct sourcing, targeted partners) and maintain dashboards for funnel health and time-to-fill.

Onboarding and employee lifecycle

• Own onboarding from offer acceptance through 30/60/90 days, including manager onboarding toolkits and role success plans.
• Ensure core lifecycle workflows are tight: job changes, promotions, leaves, transfers, terminations/offboarding.

HR business partner to managers

• Be a pragmatic coach and sounding board for managers: team performance, feedback, difficult conversations, role clarity, prioritization, and team health.
• Provide lightweight templates, scripts, and playbooks that save managers time and improve outcomes.
• Help leaders strengthen accountability and execution to improve OKR completion and retention.

Performance reviews

• Own the annual performance review process end-to-end: calendar, communications, tooling, training, calibration support, and completion tracking.
• Ensure quality of outcomes (clear expectations, actionable development, fair and consistent decisions), while keeping process lightweight.

Manager training

• Design and deliver a manager enablement program (core curriculum + just-in-time coaching), including:
• • Hiring/interviewing and onboarding
  • Running effective 1:1s and goal-setting
  • Feedback, coaching, and performance management
  • Documentation and fair decision-making
  • Team engagement and retention practices

Engagement, culture, and internal cadence

• Own engagement measurement (pulse checks), action plans, and transparent follow-through (“you said / we did”).
• Build culture rituals and recognition: anniversaries, promotions, wins, and special moments.Own internal events and cadence:
• • Monthly town halls
  • Quarterly team events
  • Management off-sites
  • Holiday party planning and execution

Employer brand

• Define and evolve our Employee Value Proposition (EVP) and candidate messaging in partnership with leadership and marketing.
• Improve career pages, job postings, interview process narratives, and storytelling that matches our ambitions and technical leadership.

HR operations and systems

• Own HR operations and the “system of record” approach for employee data.
• Lead selection and implementation of an HRIS to scale, ensuring it integrates cleanly with systems that depend on HRIS data (e.g., Remote, Carta, Float Financials, Benefits Carriers, and other tools).
• Build clean workflows, access controls, auditability, and reliable reporting.

Payroll change control

• Partner with the payroll specialist and own the upstream changes and approvals for significant employee lifecycle events (hires, terminations, comp changes, level/role changes, leave/status changes).
• Ensure HRIS is the source of truth and changes flow reliably to payroll with clear deadlines and accountability.

Employee relations and compliance

• Handle sensitive situations discreetly and fairly: investigations (as needed), performance issues, conflict resolution, and documentation.
• Maintain baseline compliant policies and practices across jurisdictions while minimizing unnecessary processes.

Who we are looking for

• A builder/operator: you do the work, improve the system, and teach others.
• Enablement-first: you reduce friction and help managers move faster—without sacrificing fairness or rigor.
• High judgment, low ego: you can hold the line when needed, and you can find the simplest workable approach.
• Comfortable with ambiguity and growth: you can prioritize and execute without perfect inputs.
• Trusted coach: managers and employees view you as practical, discreet, and solutions-oriented.

Experience and qualifications

• 8+ years in People Ops/HR roles, including ownership of core programs (recruiting, onboarding, performance, employee relations).
• Demonstrated HRBP-style coaching experience with managers in a fast-paced environment.
• Proven track record implementing or migrating HRIS systems and improving HR operational integrity.
• Experience designing and delivering manager training.
• Ability to operate across multiple jurisdictions (or strong capability and willingness to learn quickly).

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