About Gusto
Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto. We are a modern, online people platform that helps small businesses take care of their teams. On top of full-service payroll, Gusto offers health insurance, 401(k)s, expert HR, and team management tools. Today, Gusto offices in Denver, San Francisco, and New York serve more than 100,000 businesses nationwide.
Gusto is a company that seeks to create a world where work empowers a better life.  Founded to serve the millions of small businesses in the US, and the millions of employees that these businesses employ, we create a People Platform so that every company can create an environment where people can do their best and be their best. 
Gusto’s People team is growing and scaling with the company!  As our business scales and becomes more complex, and as we add hundreds of new Gusties each year, we need to ensure that our strategies for engagement with our employees are positive, engaging, values-driven and compliant. 
The Head of Employee Engagement will work closely with the Head of People, People Staff, and executive members to help scale the People function and our People products and services. This person will be responsible for leading three major People functions: Diversity & Belonging, Employee Relations, and Compliance & Governance. 
The Head of Employee Engagement will build and manage a team of thought leaders and experts to ensure that Gusto’s culture, People practices, and engagement strategies are robust and successful over time. 
Here’s what you’ll do day-to-day:
Diversity & Belonging 
  • Work with the People team and Gusto leadership to design, develop and execute a multi-year, holistic Diversity + Belonging strategy
    • Ensure strategy includes plans to improve representation, equity and inclusion across Gusto
  • Work with Gusto leadership to set D&B goals and implement tracking and accountability mechanisms to ensure progress
  • Design strategies to communicate D&B strategy, goals and progress both internally and externally 
  • Collaborate across People team to ensure that all People programs- sourcing, hiring, onboarding, development, progression and retention, as well as employee relations-  utilize equity practices and a D&B lens
  • Help educate and develop People team members and Gusties on the fundamentals of D&B work 
  • Provide program management and support for Gusto’s affinity groups 
Employee Relations
  • Design, implement and manage the workforce accommodations process, in partnership with People Partners
  • Design, implement and manage the performance improvement process (PICs, PIPs and terms), in partnership with Legal and People Partners
  • Ensure that we have a strong process and playbook (including documentation) for conducting employee Investigations
  • Advise on re-orgs and workforce actions to ensure fair and unbiased treatment of Gusties
  • Work with Legal and People Partners to conduct and manage employee investigations
  • Ensure strong operational mechanisms for escalation and reporting of incidents, issues and concerns
  • Implement effective strategies for resolving conflict, repairing harm, and restoring justice in the workplace, including mediation and corrective conversations. 
Compliance and Governance
  • Ensure Gusto’s workplace operates within the standards of all applicable laws and employment regulations 
  • Ensure People policies and Code of Conduct are clearly documented and kept up-to-date through Gusto’s People Guide, evolving policies where necessary 
  • Lead the completion of all government required reporting, including EEO-1 reports
  • Conduct risk assessments and analysis for all People processes + systems, and devise a plan to ensure we are taking risk appropriately and managing risk effectively. 
  • Ensure Gusto’s workplace is being run in accordance with our Values and principles; advise on strategies and tactics  for improvement where required. 
  • Serve on our compliance committee, ensuring that we partner with Legal, Security and Finance to have strong controls, operational processes, and governance in place to run and scale our business
  • Design and manage training programs for Gusto’s PEs and ICs, for sexual harassment, managing within the law, and other required compliance programs. 
This role is a critical part of Gusto’s People leadership team.  You will be in a key leadership position, helping to drive Gusto forward and scale, working across every level of the company, from the Board on down to our newest Gusties.  Role, scope and span of influence will increase over time and there will be opportunity for growth, development and internal/external exposure. This is a key career development opportunity and will be a good springboard to bigger People leadership roles in the near future. 
Here’s what we're looking for:
  • 10+ years as a People or operational leader in the tech industry
  • Experienced People Leader
  • Location:  SF or DEN, with some willingness to travel as required
  • Role model of Gusto values and People expectations 
  • Subject matter expertise and depth in Equity and representation practices
  • Subject matter expertise and depth in Employee Relations practices
  • Subject matter expertise and depth in People compliance and governance
  • Industry thought leader
  • Proficiency in communications, both verbal and written
  • Excellent executive presence
  • Strong strategic thinking and planning skills
  • Strong operational skills and attention to detail
  • Analytical skills and the ability to tell a compelling story with data 
Gusto’s mission is to create a world where work empowers a better life. By making complicated, impersonal business tasks simple and personal, Gusto is reimagining HR, payroll, and benefits for over 60,000 companies nationwide. Gusto has offices in San Francisco and Denver and the company’s investors include Google Capital, General Catalyst, Kleiner Perkins Caufield & Byers, as well as the founders of Instagram, Stripe, Nest, PayPal, Yelp, Dropbox, and Eventbrite, among others.

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Gusto are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.