Factorial is transforming battery technology to enable safe, affordable, and manufacturable products for Mobility and Energy. Operating out of its world-class research and development facility in Woburn, MA, the company holds a portfolio of solid-state innovations, including its segment-leading Factorial Electrolyte System Technology™ (FEST).

We are looking for a strategic Head of People to lead our Talent and Culture function. A proven leader with a clear vision for how we can attract, support, engage, and retain a world-class research, engineering, and production teams.  This position is a key strategic role in the company helping to grow the business and allowing us to build a unique and strong people-oriented culture at Factorial.

Working closely with the CEO and as a part of the Executive Team, you will be the company’s thought leader on people and culture. You will create a hiring, employee engagement, and retention strategy that supports Factorial’s rapid growth and the growth of our team members.

The ideal candidate is hands-on and committed to providing a best-in-class employee experience, and an experienced leader looking to take on the exciting challenge of building out a critical function within a fast-paced, high-growth organization.


What You’ll Accomplish:

Our Head of People will bring big, bold ideas with a bias-for-action and an ability to execute to our people teams. will work with our leadership team to design and execute a people strategy and long-term vision for growing our team while maintaining and strengthening our committed, collaborative, high-performance culture. You will be smart, forward-thinking, and strategic with ability to align our people programs to emerging talent trends. 

  • People Strategy: Sets the overall people strategy in conjunction with the executive team. Identifies critical strategic opportunities and challenges and partners with the executive team to develop compelling, integrated people strategies to maximize organization growth and revenue generation opportunities.
  • Business Partner: Develop effective partnership across the Executive Team: become a trusted partner who understands the business and represents and embodies the best interests of the company. Provides appropriate advice, feedback, and development resources to improve the effectiveness of individuals and teams, including the executive team.
  • Culture: Continually improves company culture, bringing our passion for an accountable, diverse, inclusive workforce to everyday life. Actively supports an organizational culture that enhances brand identity, reflects inclusive & inspiring values, and maximizes empowerment and performance.
  • Boardroom Acumen: Builds constructive relationships with Factorial board and advisory boards. Engages board members into people strategy and incorporates their perspectives into our people priorities.

People and Operations Savvy: Building technical astute and collaborative teams is the heart of business. We will realize our full potential as we effectively source, recruit, onboard, and develop people. The ideal leader will have deep expertise and proven experience in building and executing talent operations at a scientific and research-driven company.

  • Talent Acquisition: Designs and delivers a strategic mix of technology, people, and processes to attract, onboard and retain best-in-class talent in every role. Provides the advice and support required to acquire appropriate job candidates. Establishes an onboarding program designed to support growth rate.
  • People Engagement: Design and delivery programs and initiatives that maximize employee engagement. An architect for effective strategies, programs, and processes that scale to impact entire organization.
  • Talent Development: Develops methods for building, mobilizing, and evaluating our people. Oversees scalable training paths and an internal development path for team members. Identifies training solutions to provide rich career experiences.

Process-oriented and systematic: The ideal leader will embed people excellence into HR systems and processes. She/he will prioritize the application of technology to enable our workforce and ease administration.

  • Total Rewards: Develops a Total Rewards strategy to reward, recognize, and motivate employees. Evaluates and optimizes our benefits and compensation programs, ensuring we can attract top talent and meet our employees' needs.
  • Legal and Compliance: Identify legal, compliance, and regulatory requirements affecting Human Resources (i.e. EEO, Wage & Hour, FMLA, etc.) that are applicable to the Company's operations; Develop the Company's employment policies and handbooks and administer the policies and related processes to ensure proper compliance
  • Employee Relations: Advise, counsel, educate team members concerning employment issues, and facilitate the resolution of employment-related issues as necessary


What You’ll Bring to the Team

  • The ideal candidate is not solely a "traditional" Human Resources leader, but a business leader that has served in Human Resources leadership roles. You must have business acumen; an inclusive work style and personality; broad HR experience in talent operations (acquisition, development, and performance management), compensation and benefits.
  • Minimum of ten years of Human Resources and related expertise, with progressive management and leadership responsibility
  • 5+ years of experience as the primary human resources or people / talent point-of-contact within technology / high-growth company or as HR Business partner for a technology, growth-oriented business unit
  • Strong working knowledge of all human resources functional areas including recruiting, onboarding, training and development, employee relations, performance management, compensation, and benefits
  • Excellent boardroom acumen and confidence
  • Experience building out centralized recruitment and talent operations programs, including technology, process, and people-alignment
  • Knowledge of human resources compliance and regulations and industry best practices
  • Previous experience working on executive and leadership teams
  • Strong verbal and written communication skills
  • High emotional intelligence, and an ability to navigate and discuss challenging but important topics; and,
  • Proven ability to work effectively with a wide-range of stakeholders, and to develop pragmatic solutions to people-related topics.

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