Remote opportunity at
Launch PotatoHead of HR
Launch Potato is hiring a Head of HR to own the people function at a profitable discovery and conversion company of about 200 staff. It runs…
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About This Role
Launch Potato is hiring a Head of HR to own the people function at a profitable discovery and conversion company of about 200 staff. It runs brands such as FinanceBuzz and All About Cookies, and is remote-first across 18 countries with headquarters in South Florida. The posting describes a Director-level seat, and the SVP of Talent who wrote it plans to hand the function over. The new leader inherits a…
Job Description
Launch Potato is hiring a Head of HR to own the people function at a profitable discovery and conversion company of about 200 staff. It runs brands such as FinanceBuzz and All About Cookies, and is remote-first across 18 countries with headquarters in South Florida. The posting describes a Director-level seat, and the SVP of Talent who wrote it plans to hand the function over.
The new leader inherits a working performance system with levels, ratings, calibration and experienced managers, and must decide what to keep, what to change and how to carry changes through. Ownership covers performance cycles from design to retrospective, total rewards including pay bands, benchmarking and benefits renewals, and HR compliance such as multi-state registration, I-9 work, handbook upkeep, classification and postings, including the current backlog.
Other duties include preparing managers for hard review conversations and calibration, building self-service playbooks, supporting roughly three dozen front-line managers, and managing an HR business partner plus a total rewards and analytics lead. The role is player-coach, with hands-on work at every level, and the leader presents their own work to the C-suite.
Candidates should have run a full performance cycle end to end more than once at 150-plus people, handled compensation and benefits including pay defense with a CFO, cleared an inherited HR backlog, built a people system that outlasted them, and taken a company materially larger more than once. Coaching a team to strong outcomes is required. The posting says this is not the right seat for a first Director-level people role or for someone who leads mainly with policy and risk.
Responsibilities
- Run performance cycles from design through communication and delivery
- Publish cycle timelines early and run a retrospective after each cycle
- Own pay band design, benchmarking and the annual compensation process
- Handle benefits renewals and their economics
- Own compliance: registrations, I-9, handbooks, classification and postings
- Equip managers for hard performance talks and calibration
- Create playbooks and self-service answers that spare managers a meeting
- Find manual people work worth automating and build the tooling
- Define decision rights for the HR business partner and analytics lead
Requirements
- Owned a full performance cycle from start to finish, repeatedly, at 150+ staff
- Compensation and benefits ownership, including defending pay numbers to finance leaders
- Compliance managed as standing work rather than projects
- Experience clearing an inherited HR backlog
- A people system that stayed in use after its builder moved on
- Automation or a rebuilt people process that teams adopted
- Experience scaling a company materially larger more than once
- Coaching record as a player-coach
Qualifications
- Clear views on what performance management gets wrong, with examples of fixes
- Ability to tell process issues from manager-capability issues
- Comfort raising hard points in 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?
The company describes itself as remote-first across 18 countries, with headquarters in South Florida. The posting does not state a work location for this seat.
Is a salary listed?
No. The posting does not specify compensation for this role.
Does the role include recruiting?
No. The posting says recruiting sits elsewhere in the HR function.
Who wrote the posting?
The posting is written by the SVP of Talent, who will hand the function over to the new leader.
Sample Interview Questions
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