Location: New York, NY (Hybrid)
Job Type: Full Time
Years of Experience: 4-8 Years

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About Our Client

Our client is a profitable, direct-to-consumer electronics brand with over five million customers and a growing international footprint. The company is at an inflection point — expanding into new product categories and scaling its team — with the People function being built from scratch to support the next stage of growth. This is a zero-to-one opportunity for a People leader who wants to build something, not inherit it.

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Position Overview

This role owns and builds the entire People function for a company of approximately 60 people. The split is roughly 60% recruiting and talent acquisition, 40% culture, performance management, and People operations. The person in this seat builds scalable infrastructure across recruiting, onboarding, performance management, career development, compensation, engagement, and People analytics — and does it as a lean, one-person team reporting directly to the Co-Founder and CEO.

This is not a coordination role. It is a builder role. The ideal candidate is a recruiting operator first, with the range to own culture, performance, and People systems alongside it.

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Key Skills

• Full-cycle recruiting and talent acquisition

• People operations and HR leadership

• Performance management and career pathing / promotion frameworks

• People analytics and recruiting KPIs

• Onboarding design and culture building

• Compensation benchmarking and employee relations

• Data-driven decision making

• AI and technology-forward mindset

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Role Priorities

• Own full-cycle recruiting across all functions — sourcing, pipeline management, interviewing, and closing.

• Build People operations infrastructure from scratch: onboarding, performance management, career pathing, and compensation frameworks.

• Design and sustain a high-performance, high-engagement culture across in-office and remote employees.

• Build and track People analytics and recruiting KPIs to drive data-informed decisions.

• Partner directly with the CEO and functional leaders on all People matters.

• Ensure strong confidentiality and unbiased judgment across all employee relations and compensation decisions.

• Evaluate and implement AI tools and People technology to improve operational efficiency.

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Who Thrives in This Role

• You are a recruiting operator first. You are hands-on with sourcing, pipeline management, and closing — not just strategy and process design. The majority of this role is active talent acquisition.

• You've built People functions before, not just managed them. You have real experience creating systems and infrastructure from scratch, not inheriting an existing playbook.

• You are data and metrics-driven. You use data to understand the health of your recruiting pipeline, culture, and organization — and you know how to act on what you find.

• You are organized and calm under pressure. You manage competing priorities with discretion, keep things moving without drama, and are trusted with sensitive information.

• You are AI and technology forward. You embrace new tools and are comfortable recommending technology solutions to improve how the People function operates.

• You are a culture builder. You understand that People ops and culture aren't separate — you build both through intentionality, not perks.

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Key Responsibilities

• Own full-cycle recruiting across all functions — sourcing, pipeline, interviews, offers, and closing.

• Build onboarding, performance management, career-pathing, and compensation infrastructure from scratch.

• Establish and track recruiting KPIs and People analytics to inform decisions and report to leadership.

• Design and maintain a high-performance culture across both in-office and remote employees.

• Serve as a trusted partner to the CEO and all functional leaders on People matters.

• Ensure strong confidentiality and unbiased judgment across employee relations, compensation decisions, and promotions.

• Evaluate and implement People technology and AI tools to improve operational efficiency.

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Qualifications

• 4–8 years of experience in People, HR, or Talent Acquisition with proven leadership across both recruiting and People operations.

• Track record of building recruiting functions and People infrastructure from scratch.

• Strong performance management and career-pathing framework experience required.

• Experience managing both remote and in-office teams.

• Exceptional organization, communication, and confidentiality standards.

• Comfortable operating as a one-person People team reporting directly to the CEO.

• New York City hybrid work environment — four days in office, one day remote.

• Must be a U.S. citizen or Green Card holder; visa sponsorship not available.

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What's Offered

• Competitive salary and equity.

• Comprehensive benefits package.

• Hybrid work environment in New York City.

• Direct reporting line to the Co-Founder and CEO.

• Opportunity to build and own the entire People function at a profitable consumer brand with real scale and a growing roadmap.

• Relocation assistance available.

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If you're a recruiting operator and People builder ready to own the full function at a profitable consumer brand in New York City, we'd love to hear from you.