Head of People & AI Enablement

RevolutionParts•Tempe, AZ

4d•Hybrid

About The Position

RevolutionParts is a high-growth SaaS company modernizing and transforming the automotive parts eCommerce ecosystem. Our platform enables enterprise and mid-market customers to operate more efficiently, grow profitably, and deliver best-in-class digital experiences in an industry that has historically lagged in innovation. Founded in 2014, RevolutionParts combines deep automotive domain expertise with modern SaaS infrastructure to power a more efficient, scalable, and connected supply chain. We are building the industry-defining platform—and we’re entering the next phase of scale. RevolutionParts is entering its next phase of scale. We’ve built a category-defining SaaS platform modernizing automotive parts eCommerce, serving 2,750+ customers with ambitions to 3x the business over the next several years. We are VC-backed, growth-oriented, and moving from founder-led execution toward durable, scalable operations. We also believe the next $100M of revenue should be built on dramatically more leverage per employee than the last. That means an organization where AI is woven into how every team operates, hires, performs, and grows. To get there, we need a Head of People who has done this before, and who is already operating in an AI-native way. This is not a maintenance role. This is a builder-operator role for a senior People leader who has guided a company through the Series A → B → C journey (or equivalent revenue and headcount scale), knows what breaks, what matters, and what must be built before it becomes painful, and who is fluent enough in AI to architect a People function and a workforce that runs on it. You will partner directly with the CEO and executive team to build the leadership depth, operating discipline, AI-leveraged ways of working, and people systems required for the next chapter of growth, and eventual liquidity. Location: We’d love to find someone in the Phoenix area, but we’re open to exceptional U.S.-based remote talent as well.

Requirements

Served as the top People leader for a SaaS or tech-enabled company through Series A → C or ~$30M → $100M+ revenue scale
Scaled organizations from ~100 to 300+ employees
Partnered directly with a CEO and executive team under real growth pressure
Built People systems from scratch, and rebuilt them when they broke
Personally fluent in modern AI tools and have already reshaped your own function or workflows around them. You’re not learning AI on this job; you’re already operating that way.
Strong business acumen and comfort tying people decisions to financial outcomes
Executive presence, sound judgment, and a bias toward action

Nice To Haves

Experience leading AI adoption or change management at company scale
Experience in PE-backed environments, M&A integration, or IPO readiness
Executive compensation and equity program design
Regular interaction with boards or financial sponsors

Responsibilities

Act as a trusted advisor to the CEO and executive team on org design, succession, leadership effectiveness, and workforce planning, including how AI reshapes capacity and headcount assumptions.
Prepare the company for board-level scrutiny, diligence, and future exit scenarios (PE, M&A, or IPO).
Translate business strategy into people strategy with clear operating rhythms and accountability.
Design and evolve org structures that support growth from ~150 → 250+ employees, with AI leverage built into capacity planning rather than bolted on after the fact.
Build leadership bench strength, succession plans, and readiness across critical roles, including the AI fluency required of every leader operating at scale.
Coach executives known for results, not theory.
Build scalable, data-driven hiring systems that prioritize talent density over volume.
Make AI fluency a first-class signal in hiring. How candidates think, work, and produce with AI is part of how we evaluate them.
Raise hiring standards while maintaining speed in a competitive market.
Ensure consistent, bias-aware decision-making tied to long-term performance.
Architect and professionalize People systems: HRIS, performance management, compensation, leveling, and career frameworks.
Build a People function that runs AI-forward by default, using AI to operate with leverage rather than headcount, and modeling for the rest of the company what an AI-native function looks like.
Ensure compliance, data integrity, and operational excellence without bureaucracy.
Build dashboards that executives actually use to run the business.
Partner with functional leaders to redesign workflows, role definitions, and team structures around AI-augmented productivity.
Build the onboarding, training, and enablement programs that raise the AI fluency floor across the company.
Establish performance frameworks that recognize and reward AI-leveraged impact, so the operating model and the incentive system point in the same direction.
Treat AI enablement as a change-management mandate, not a tools rollout.
Design compensation, incentive, and equity programs aligned with accountability and value creation.
Reinforce a performance-driven, values-aligned culture through periods of change.
Maintain trust, transparency, and engagement as the company scales, and as the way we work evolves.