We want People Operations to be an offensive weapon at Apto. We’re looking for someone to craft and own the employee experience. Yes, some of the standard HR blocking and tackling will still be present, but this role’s purpose is to maximize our potential rather than reduce our liability.

Offense, not defense.

The Head of People Operations will report to the COO and is responsible for helping everyone work better together, coaching everyone to contribute their best, and ensuring everyone has a career path that helps them achieve their own professional goals. 

Realistically, every single one of us will find another job at some point. One of your jobs will be to ensure everyone is far stronger leaving Apto than when they started (even you). 

This role is hard. It requires an ability to both think at a strategic level and produce at the individual contributor level. You will be a part of the Senior Leadership Team and have the support of everyone there, but execution will often be a team of one. 

The Head of People Ops leads a multi-faceted day, where decision-making, coaching, critical thinking, communicating, and organizing are the crucial qualities needed. 

While this role requires execution, it’s also necessary that the individual who owns and improves our inner workings have a vision for how to design a highly functional workplace. You will support a growing team and drive continuous improvement in the organization’s culture and people. 

If you are fully dedicated to internal clients, their needs, and their development, bring excitement and calm to your work, are hungry to learn and teach, and can take a systems-thinking approach to determining how to make our organization better, we'd love to talk to you. 

Core Metrics

Employee Engagement

Voluntary Turnover (to be clear, less is more)

Revenue per Employee

Success Defined

• Baseline employee engagement and continually record industry best engagement metrics (note: the goal is for this to be a continual measurement, not once a year.)
• Help create compensation plans and professional development paths for all employees. Level us up.
• Track efficacy of DE&I programs and constantly improve.
• You are a trusted advisor and participant in leadership discussions People operations is a heavy consideration in every leadership decision made
• A knowledgeable employee-base that other companies are consistently trying (but failing) to lure away
• A selfless workplace where people look at how they can improve instead of first blaming others
• A best place to work from a legitimate analyst that conducts employee surveys and interviews, not the ones that just require you pay money to be listed.

Expectations

Get 1% Better Everyday: Constantly be on the lookout for ways to efficiently improve the employee’s daily experience.

Do the Hard Things: Say ‘no’ when something doesn’t make sense and ‘yes’ when it does, even if the path to great is hard or time-consuming.

Under Promise, Over Deliver: Internally and externally, meet your commitments even if it means sandbagging expectations.

Put Others First: You’re here to serve the team. You’re more effective making everyone else a superstar than being one yourself.

Run Through the Finish Line: Something 90% done is the same as 0% done. Finish the job and close the loop so everyone knows when something is completed.

Responsibilities

• Owning our PEO (currently Trinet, but you may explore elsewhere)
• Proactively thinking about our employees’ needs and wants
• Always challenging how we operate so we continually improve
• Attracting and vetting the new talent that will thrive in the Apto environment
• Guiding and implementing the employee-led Diversity, Equality and Inclusion efforts
• Helping managers understand how to guide their careers
• Greasing the wheels to promote/grow communication between teams - especially with what’s likely a permanent quasi-remote environment
• Enhancing the culture without buying new furniture (i.e. you agree that ping pong tables are not ‘culture’). Specifically, creating a sense of unity, teamwork, and shared empathy.
• Creating a safe environment where continual feedback is encouraged (up, down, and out) so everyone always knows where they stand, how to improve, and when they’re ready for the next step in their career
• Updating and reporting on people-centric KPIs
• Coaching managers who have to conduct PIPs and terminations
• Coordinating team building activities when we’re all allowed to be back together again (e.g. holiday parties, events, off-sites)
• There’s a list of about 418 other things, too

About You

• An accomplished People Operations professional with demonstrated experience supporting teams of 20 - 100+ people 
• Have a track record of designing, implementing, and measuring the success of strategic people initiatives 
• Have well-rounded experience with a variety of disciplines such as employee relations, organizational design, diversity/equity/inclusion, compensation practices, performance management, and talent development
• Have integrity with the ability to manage confidential information and sensitive situations with the highest level of discretion and judgment 
• Have strong written, oral, and interpersonal communication skills. You also are a dependable team player with a composed and opinionated executive presence 
• Have the ability to (and enjoy!) establishing, fostering, and maintaining strong relationships across the organization at all levels 
• Have an orientation towards team success over individual success and an ability to solve problems with a positive attitude
• Comfortable charting your path to arrive at the goal

How to Apply

If you’re still reading and this sounds more exciting than overwhelming, please get in touch at [email protected] with “Head of People Ops” in the subject line.  Your resume and a note on what you need to bring out your best would be appreciated.