Head of People & Organizational Effectiveness

Better Impact•Raleigh, NC

16h•$120,000 - $150,000

About The Position

Better Impact is hiring a Head of People & Organizational Effectiveness to build the People operating system for our next stage of growth. This is a hands-on leadership role. The mission is to help architect a holistic people operations system, operate it, improve it, and build a culture we all take pride in. The company has strong fundamentals: a meaningful market, a supportive executive team, a mission people care about, and a business that is ready to invest in better people practices. We also have real operating complexity. We are integrating two legacy organizations. We have employees across four countries. We have split payroll and HR infrastructure. We need stronger manager enablement, clearer performance practices, more consistent hiring discipline, compensation governance, and better people-risk visibility. We need someone who can take the pieces that already exist, see what is missing, and build a People function that is clear, trusted, consistent, and scalable. You will own the People function end to end: HR operations, hiring discipline, workforce planning, payroll and benefits oversight, HRIS/vendor management, onboarding, off-boarding, employee relations, performance management, manager enablement, compensation governance, HR policy, employee communications, culture integration, and people-side requirements for systems and data work. You will work closely with the executive team, Operations, Finance, Data Security, Systems, and managers across the business. You will have support. You will have authority. And you will have a clear mandate: build the structure, habits, judgment, and manager capability that help Better Impact scale without becoming heavy, slow, or impersonal.

Requirements

8+ years of progressive People, HR, or People Operations experience.
3+ years in a senior full-function People leadership role, such as Head of People, Senior Director of People, VP People, or equivalent.
Experience building or rebuilding People operations at a 75–250 person SaaS, software, B2B technology, or similarly complex organization.
Direct experience with employee relations, performance management, corrective action, investigations, and employment-risk escalation.
Experience operating across more than one employment jurisdiction, with the judgment to know when to use outside counsel, vendors, or internal process.
Hands-on ownership of HRIS and payroll vendors, including troubleshooting, process improvement, vendor management, and system rationalization.
Experience building hiring, onboarding, off-boarding, performance management, compensation governance, or manager enablement processes from scratch or from an underdeveloped state.
Experience advising senior leaders clearly, including when the answer is uncomfortable.
Experience handling employee matters with sound judgment while protecting the company and treating people with dignity.
Experience explaining decisions, expectations, and tradeoffs clearly.
Experience documenting People decisions and processes with appropriate operational discipline.

Nice To Haves

Experience with post-merger or post-acquisition integration.
Experience with culture integration across two legacy organizations.
Experience with Rippling, BambooHR, HiBob, Workday Lite, or similar HRIS platforms.
Experience with EOR/PEO vendors such as Deel, Remote, Rippling Global, or similar providers.
Experience designing manager enablement programs, feedback frameworks, performance process training, or ER escalation protocols.
SHRM-CP/SCP, PHR/SPHR, CIPD, or equivalent certification.
Experience in a private-equity-backed, investor-backed, or board-accountable organization.

Responsibilities

Build and run the People operating model, including intake, ownership, escalation paths, documentation standards, decision rights, and service expectations.
Lead the people side of integration across legacy Better Impact and Galaxy Digital teams.
Create stronger hiring discipline, including workforce planning, role definition, and the process for opening critical roles.
Oversee payroll, benefits, HRIS, onboarding, off-boarding, and employee data accuracy.
Build practical, trusted processes for employee relations, performance management, corrective action, investigations, feedback, and documentation.
Help managers become stronger first-line people leaders, with clearer expectations and better tools.
Build compensation administration and governance practices, including benchmarking inputs, role levels, review processes, and decision rules.
Maintain jurisdiction-aware People practices across Canada, the US, the UK, and Australia.
Define People requirements for HRIS, payroll, data migration, access, privacy, and system rationalization.
Establish a steady rhythm for employee engagement, culture integration, internal communication, and retention-risk visibility.
Work with outside employment counsel, payroll, benefits, HRIS, EOR/PEO, and recruiting vendors where specialized support is needed.