Director, Talent (Head of Talent)

Hut 8 • Miami, FL

13h • Onsite

About The Position

Lead all talent strategy and programs for Hut 8, a publicly traded energy infrastructure platform. This role operates differently depending on the domain. In talent acquisition, your job is to make everyone else better at hiring. You build the systems, standards, and infrastructure that allow the talent acquisition partners to be at their best, hiring managers and leaders to identify and select A-players with confidence and speed. You set the quality bar, shape the candidate value proposition, and create the tools and processes that scale great hiring decisions across the business. In talent management, you own the domain end to end. Performance, development, and leadership programs are yours. You define what good looks like at every level, build the systems that connect performance to pay and progression, and ensure the people we hire continue to grow once they're here. The outcomes here live with you. Across both, you bring a commercial mindset to every workforce decision, knowing when to hire, when to build capability internally, and when technology can do the work instead.

Requirements

• 10+ years in talent/people leadership roles or consulting, with experience across business strategy, program lifecycles, talent acquisition and/or talent development
• Commercially minded: understands the business deeply and translates strategy into workforce decisions - not just HR programs
• Talent development expertise: designed performance systems, built promotion frameworks, developed leadership programs
• High-growth company experience: thrived in environments scaling quickly
• Executive presence: can influence senior leaders, make the case for investing in people, coach executives
• Systems thinker: builds frameworks and processes that scale, not one-off solutions
• Player-coach mentality: hands-on when needed but knows when to delegate and develop the team

Nice To Haves

• You bring a commercial lens to talent - you think about workforce decisions the way the business thinks about capital allocation
• You are a deep, first-principles thinker and well-read on current thinking around organizational talent and performance
• You move fast and aren't precious about perfection - you iterate and improve
• You're comfortable with ambiguity, getting and giving feedback and building from scratch
• You care about outcomes more than activity - you measure what matters
• You coach and develop people, not manage them
• You believe quality of hire is everything and are relentless about raising the bar

Responsibilities

• Partner with Finance and functional leaders to translate business objectives into workforce plans - build vs. buy decisions, automation opportunities, and a clear commercial rationale for every hire
• Build a talent map of the organization: where we have the right people, where we're thin, and where technology or AI can replace or augment headcount rather than defaulting to hiring
• Design and implement the Hut 8 performance management system - built around peer feedback, clear performance standards, and direct connection to compensation decisions
• Build the annual performance cycle in Rippling: goal-setting, feedback, calibration, and pay linkage
• Build the promotion framework: clear criteria by level, transparent process, and a defined path from entry-level to senior individual contributor
• Own high-potential program and mentoring initiatives
• Develop leadership capability across the organization - programs and coaching for technical leaders and people managers
• Enable team effectiveness in a flat organizational structure with wide spans of control
• Create L&D strategy for critical capabilities (communication, influence, collaboration, project management)
• Identify and deploy AI-enabled tools that materially improve efficiency or quality in hiring, performance, or talent development - measurable impact, not technology for its own sake
• Continuously evaluate where technology can do work humans are doing today - and build that lens into workforce planning
• Own the Hut 8 Way for hiring - design and embed a rigorous, consistent selection methodology (structured interviews, psychometric tools, case studies, AI-assisted screening) that becomes how every hiring manager evaluates talent
• Define what an A-player looks like at Hut 8 by role and level - quality is the metric that matters, not volume or speed
• Design the candidate value proposition - why the best people should choose Hut 8. Make the offering clear, compelling, and differentiated
• Support and develop the talent acquisition team (4 Talent Acquisition Partners + Talent Acquisition Program Manager) - set direction, raise the bar, and drive down agency use

Benefits

• medical, dental, vision, life, and short-term and long-term disability insurance, as well as paid time off.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed