Remote opportunity at
Launch PotatoDirector of People
Launch Potato runs a discovery and conversion business that helps partners win customers at scale. Its consumer brands include FinanceBuzz, All About Cookies and OnlyInYourState, and…
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About This Role
Launch Potato runs a discovery and conversion business that helps partners win customers at scale. Its consumer brands include FinanceBuzz, All About Cookies and OnlyInYourState, and it serves large clients in finance, travel and entertainment. The company says it is profitable and self-funded, employs roughly 200 people, is based in South Florida, and operates a remote-first model with staff across 18 countries. This is a full-time, fully remote Director of…
Job Description
Launch Potato runs a discovery and conversion business that helps partners win customers at scale. Its consumer brands include FinanceBuzz, All About Cookies and OnlyInYourState, and it serves large clients in finance, travel and entertainment. The company says it is profitable and self-funded, employs roughly 200 people, is based in South Florida, and operates a remote-first model with staff across 18 countries.
This is a full-time, fully remote Director of People position with ownership rather than support duties. The person takes charge of performance management, total rewards and HR compliance. Typical work covers planning and leading the mid-year and annual reviews, justifying pay decisions to finance leadership, managing state registrations, employment eligibility checks, the staff handbook, worker classification and job advertisements, and coaching managers through difficult reviews. The role also oversees calibration sessions, self-help materials for managers and internal systems, and sets the scope of authority for an HR business partner and an analytics lead on pay matters.
The performance framework already in place was designed by the SVP of Talent, who will be stepping back from it. Leveling, a rating scale, a calibration step and managers who have completed several cycles are all in use. The job involves choosing what to keep, what to change, and how to hold the revised approach steady while the company gets used to it. The position reports into the SVP of Talent, with the stated aim that HR should operate without him. The culture moves quickly and expects candid, respectful feedback.
Responsibilities
- Plan, schedule and deliver the mid-year and annual review cycles, including a debrief after each one
- Define the total rewards approach: pay band structure, benchmarking, benefit renewals and yearly pay reviews
- Keep HR compliance continuously covered across registrations, employment eligibility, the handbook, classification and postings
- Prepare managers for reviews and run calibration so the same bar applies across groups
- Build playbooks and self-service tools that let managers get answers without a meeting
- Identify manual people workflows worth automating, and rebuild them so managers adopt them
Requirements
- Has owned at least two complete performance cycles, start to finish, at companies with 150 or more staff
- Has been responsible for pay and benefits and can justify a salary figure to a CFO
- Has taken over a compliance backlog, worked it down, and kept it from returning
- Has designed a people system that teams adopted and kept using through later cycles
- Has helped a business expand significantly in headcount or revenue on more than one occasion
- Has developed and mentored a team that delivered strong outcomes, and works hands-on alongside them
Qualifications
- Strong opinions on where performance management falls short, with concrete changes already made
- Able to separate process failures from manager skill gaps and address the right one
- Prepared to voice a difficult view during calibration discussions
Core Skills
Frequently Asked Questions
Answers are based only on the employer’s listing; where it doesn’t say, neither do we.
Is this role remote?
Yes. The posting lists it as remote, and the company's team is remote-first across 18 countries.
What is the employment type?
The role is full-time.
Is a salary stated?
The posting does not state a salary or pay range.
What experience does the posting require?
It asks for at least two review cycles run from start to finish at a company of 150 or more, plus pay ownership, compliance experience and a record of scaling a business.
Is this a good first Director-level people role?
The posting says it is not the right seat for someone whose first Director-level people role this would be.
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