Strategy & Operations, People

Clipboard • San Francisco, CA

53d • Remote

About The Position

Honestly, we think your typical JD is deceptively unhelpful for high-growth startups. We're a team of entrepreneurial problem solvers who get excited about making the lives of our internal customers (Clipboard team members) better and building a next-generation People function. The day-to-day of the role constantly are constantly shifting, but here’s some examples of what you can expect to do: Partner with leaders and managers across the company on key personnel decisions and challenges. This could include everything from designing an automation to help a team with a hiring push, to conducting exit conversations, to coaching a manager through a decision about a leave of absence, and everything in between. Conduct quarterly departmental “audits” that dive deep into each team and use these findings to partner with department leaders to create strategic and impactful changes that improve how each team, and our company as a whole, operates. Own and execute initiatives that have team-wide or organizational-wide impact, such as running point on a new system implementation or rebuilding a core onboarding or offboarding process. Notice and constantly solve problems of all kinds. You notice what’s not working, connect the dots, and take ownership of making it better. You can learn more about us through a post from our Head of People and our careers page.

Requirements

• Likely won’t come from a traditional HR background - while this role sits within the People team, our organization is not focused on traditional HR and People initiatives, so we have found some of the most successful people don’t have HR/People Ops backgrounds, and therefore, don’t have any preconceived ideas of what HR is and what HR should do.
• Is okay with chaos - we are still very much a high-growth start-up, which means things change frequently. You can adapt to the needs of the business and can pivot at the drop of a hat. You don’t overly impose structure and organization where it is not needed but do see where a system or process could make a meaningful difference.
• Is a game for anything - your motto is “put me in coach”. It doesn’t matter where, or what you are doing, you are game to take it on and figure it out. You aren’t scared to do something new or something you think you won’t like because you see the big picture, and are most interested in chasing the most important problems.
• Knows their limits - you need to be self-aware enough, and have good enough judgment, to know what you don’t know. You can assess the situation accurately, and tell yourself to seek additional help when a wrong decision could have serious implications for the business.
• Enjoys being challenged, stretched, and pushed - you continually push and challenge yourself, but you seek it from your peers and managers also. You thrive off of feedback, and find ways of implementing to get immediate traction.

Responsibilities

• Partner with leaders and managers across the company on key personnel decisions and challenges.
• Conduct quarterly departmental “audits” that dive deep into each team and use these findings to partner with department leaders to create strategic and impactful changes that improve how each team, and our company as a whole, operates.
• Own and execute initiatives that have team-wide or organizational-wide impact, such as running point on a new system implementation or rebuilding a core onboarding or offboarding process.
• Notice and constantly solve problems of all kinds. You notice what’s not working, connect the dots, and take ownership of making it better.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed
• Number of Employees: 501-1,000 employees