Director of People, Parkade

• 8+ years of progressive HR experience, including at least 3-4 years in a generalist and manager role
• Experience with a PEO (Professional Employer Organization) like Justworks
• Time spent overseeing HR/recruiting for a mixed hourly-and-salaried workforce
• Track record of effectively navigating the unique demands of start-ups and the structured frameworks of large organizations with developed HR infrastructure
• Direct experience developing HR policies across a wide range of areas—including compensation and compliance—either by creating them from scratch or adapting enterprise-level policies for smaller, growing teams
• Demonstrated success addressing cultural challenges, particularly around accountability and feedback cultures
• Bachelor's degree, ideally in Human Resources, Business, Psychology, or related field

Desirable

• We are looking for a hands-on Sr. Manager, People or Director of People (title may vary depending on your experience) to help us scale from our current 40-person team to 100 beyond, while keeping Parkade an amazing place to work with high-performing employees
• While we leverage a PEO, you’ll be the sole internal owner of HR and recruiting — and you will be the architect of the systems, operations, culture and processes that allow us to nurture our current team and grow Parkade into 100s of employees
• We imagine this role will generally be a 50-50 split of recruiting and HR needs from you
• This critical role requires a rare blend of big-company expertise and startup sensibility
• We need someone who can thoughtfully adapt enterprise-level policies to our agile, entrepreneurial environment while preserving what makes our culture special
• We need a thoughtful leader who brings the structure, compliance, and best practices of a large organization, yet respects the innovation, speed, and informality that define our startup roots
• Policy Management
• Design, refine, and communicate HR policies tailored to our team, ensuring they align with industry standards, compliance requirements, labor laws, and best practices
• Develop and implement a comprehensive compensation philosophy and policies that balance market competitiveness with internal equity
• Further develop and strengthen our performance management framework to drive accountability while staying aligned with our team’s size, culture, and values
• Advocate for, get buy in and implement a comprehensive benefits program tailored for Parkade’s growing team
• Performance & Change Management
• Create a culture of accountability where performance standards are clear, feedback flows regularly, and the bar is held high
• Develop and facilitate training programs that build managers; capability to deliver constructive, direct feedback
• Coach managers on difficult conversations and performance improvement plans when necessary
• Navigate the delicate balance between startup autonomy and corporate requirements
• Address cultural friction points proactively, including resistance to new processes or loss of ‘startup identity’
• Build trust across the organization as the face of HR, people, talent, and culture
• Preserve and build upon high-performing cultural elements while introducing necessary structure
• Employee Relations & Compliance
• Investigate and resolve employee relations issues with fairness, confidentiality, and sound judgment
• Ensure compliance with employment law, all workforce classifications, and ethical standards
• Manage accommodation requests, any and all leaves, workplace investigations, and disciplinary processes
• Talent Management
• Partner with leadership on workforce planning, organizational design, and succession planning
• Lead full-cycle recruiting for critical hires, including personally sourcing and scheduling candidates when needed
• Review, refine, and elevate onboarding experiences
• Very comfortable using and configuring an ATS like Lever or Ashby, including as the ATS admin. You can configure interview plans, figure out why a hiring manager can't view their applications, etc
• HR Operations
• Own HRIS administration, payroll coordination, and benefits offering and enrollment
• Generate workforce analytics and insights to inform business decisions
• Manage the employee lifecycle from offer letter to offboarding
• As noted in the "Location" of the job post, we are looking for our Sr. Manager, People to be in person with our team daily, in SF or LA (Long Beach)
• Remote or hybrid applicants are welcome to apply, but unlikely to be considered

• Call: 45-60 mins with our Sr. Manager of Special Projects
• Call: 45 mins with our Head of Finance
• Call: 30 mins with our CEO
• On site (5 hrs):
• 3:1 recruiting exercises
• 2:1 HR exercises
• 30 min culture interview
• 15 min CTO/cofounder interview
• 1 hour final CEO interview