Head of People

Mintlify•San Francisco, CA

5d•$260,000 - $375,000•Onsite

About The Position

We're on a mission to empower builders. At our size, informal channels for managing the team are starting to break down. This role builds what replaces them: the structure, compliance foundation, and people infrastructure that keeps Mintlify a great place to work as we grow. You'll lead the People function, keep us compliant in every jurisdiction we operate in, own compensation philosophy and performance strategy, and give leadership an honest, continuous read on people health. Retention and employee engagement are your primary outcomes. Day-to-day execution (onboarding logistics, HR admin, payroll processing) sits with People Ops; you own the strategy layer and lead the team that runs it.

Requirements

8–10+ years of progressive People/HR experience, with 3+ years in a leadership role
A track record of interventions that surfaced people risk and measurably reduced attrition
Experience running structured listening programs and making the signal actionable for leadership
Experience with the 50→150+ scaling transition and understanding what breaks at each inflection point
Experience running a full performance cycle end-to-end, including design, calibration, manager coaching, comp changes
Deep compensation fluency: benchmarking, bands, and equity refresh strategy
Multi-state and international employment fluency
Executive-level candor: comfortable delivering hard feedback to founders without being asked
Exceptional discretion and judgment in sensitive situations
Experience supporting a fast-growing company
Experience coaching first-time and mid-level managers with measurable improvement

Nice To Haves

Familiarity with our stack: Rippling, Ashby, Deel
Experience building or leading a People team

Responsibilities

Partner with the founders and exec team on workforce planning, org design, and people strategy
Improve our listening infrastructure and turn the signal into a weekly people-health read for the exec team
Own retention and engagement: spot risk early and intervene before departures
Keep the company compliant across all jurisdictions we operate in; own policies and the employee handbook
Own compensation philosophy: benchmarking, comp bands, equity refresh strategy, and job architecture (with Finance and Operations)
Set performance strategy: audit and improve our review cycle
Develop our manager layer through coaching and a structured development program
Use people data and insights to inform decisions and continuously improve our programs
Be a confidential first stop for employees on hard things: conflict, concerns, sensitive situations
Handle departures with dignity and downstream implications thought through