Head of HR

Atlas Data Storage•South San Francisco, CA

5h•$190,000 - $225,000•Hybrid

About The Position

You are a "player-coach" who thrives in fast-paced, high-iteration venture-backed environments. You know how to balance long-term organizational strategy with seamless day-to-day HR execution. You approach the role with the team-first mentality that engages directly with our staff and uses employee engagement feedback to build a high-performing work force.

Requirements

15+ years of progressive HR/People experience, with at least 7+ years in a senior People leadership role within a venture-backed, high-growth tech environment (Series A/B through Series E+ experience preferred).
Venture & Scale Fluency: Deep understanding of tech talent markets, startup equity structures, rapid headcount scaling, and modern HR tech stacks (e.g., Rippling).
Strategic & Operational Hybrid: Ability to think long-term about organizational health while remaining willing to roll up your sleeves on daily tasks.
Data-Driven Approach: Proven ability to leverage People metrics (e.g., eNPS, turnover, time-to-hire, compensation ratios, tenure) to inform business decisions.
Empathy & Candor: Strong interpersonal communication with the courage to provide direct, constructive feedback to executives and employees alike.

Responsibilities

Business Partnering & Organizational Development: Own and execute the AtlasBase People strategy aligned with business goals and growth plans. Serve as a trusted advisor to leadership on all people-related matters.
Organization Design: Design and evolve scalable organizational structures aligned with company goals, market opportunities, business milestones, and unit economics. Establish and optimize reporting structures, design management layers, identify clear accountability, measurements and outcomes of each, and foster clear communication channels within groups and across the company.
Team Dynamics & Performance: Coach managers and executive leadership on team health, conflict resolution, performance management, and effective leadership practices.
Employee Growth & Career Paths: Build structured career ladders, continuous feedback loops, and internal growth frameworks to retain top talent, develop future leaders and increase organizational capability and depth over time.
HR Operation and Total Rewards: Design and manage competitive, venture-aligned compensation bands (base salary, equity/stock options, and incentives) that attract top tier talent.
Benefits Architecture: Select, negotiate, and administer comprehensive health, wellness, and retirement benefits tailored to a modern, high-performing team.
Bonus & Incentive Programs: Create equitable variable pay frameworks and commission structures aligned with performance targets, clearly defined outcomes and key program performance metrics.
Culture & Events: Lead company-wide engagements, quarterly all-hands, leadership retreats, and social events that foster connection, inclusivity, and teamwork across remote and hybrid teams.
Compliance & HR Systems: Oversee HRIS selection, administration and management. Responsible for compliance with federal, foreign, state and local employment laws and procedures. Develop and maintain employee policies, procedures and handbooks.
Talent Acquisition, Culture & Onboarding: Partner closely with Executive Leadership and Finance on monthly and annual headcount planning, budgeting, and capacity modeling.
Job Architecture & Leveling: Establish company-wide job levels, competencies, salary bands, and standardized job descriptions.
Recruiting Operations: Own end-to-end recruitment operations—managing direct hires, talent pipelines, executive searches, external recruiting resources and contingent labor (contractors/agencies) for efficiency and speed.
World-Class Onboarding: Design a memorable, seamless onboarding program that accelerates time-to-productivity for new hires while integrating them deeply into our company culture.