Human Capital is a venture firm for engineers. We believe great companies are built by great engineers, and we invest in people and companies that share the same belief.

In the last 5 years, that mantra has led us to invest in 10 companies before they became unicorns, including Snowflake, Anduril, Livongo, and Brex (where we wrote the first check). We have over $500M AUM and we've built a network of over 5,000 incredible, driven, ambitious engineers.

Now we’re looking for our first Head of People to help write our next chapter. 

THE ROLE

The Head of People will work closely with leadership to develop, communicate, and execute a holistic People strategy for Human Capital—to build a culture that helps its people do their best work and build meaningful careers, and helps the company accomplish its objectives and vision.

You will create and execute a robust talent development strategy that includes: creating a comprehensive and engaging company on-boarding program, building and leading performance review and feedback processes to drive a culture of feedback and learning, developing career ladders and growth plans, and establishing manager effectiveness programs to support managers and their teams. You’ll advance our Diversity and Inclusion efforts by creating intentional and impactful programs and structure. You will be a culture carrier and shepherd systems, behaviors, and events that champion the Human Capital culture. In addition, you will own Workplace, Total Rewards, People Ops/Systems and the overall employee experience - partnering with outside specialists as needed.

If you’re inherently drawn to the startup world, you’re intrigued by venture, and you want to help build a people function from the ground up—we’d love to talk. 

YOUR RESPONSIBILITIES

  • Lead all things people, from programs like talent management to specialized areas like compensation/benefits and risk/compliance
  • Evolve on-boarding programs to support a meaningful headcount increase in 2021
  • Develop a performance management system supporting a culture of feedback and development
  • Create talent management programs that include career development frameworks and ladders and manager effectiveness programs
  • Bring the leadership team together to operationalize and establish the people systems and behaviors that support the values and long term culture of the organization

YOUR PAST

  • Deep experience in the People function and broad exposure to its many elements ranging from talent management to total rewards
  • Built and developed effective people programs, including performance management, career development & manager effectiveness
  • Worked in a company that has a strong and well defined culture
  • Experience working in a fast paced, fast growing and evolving environment
  • Track record of partnering with and influencing diverse stakeholders
  • Experience working in Venture, Professional Services and/or Consulting firms preferred

YOUR MINDSET

  • First principles and frameworks driven 
  • High EQ: you’re an active listener, rational, empathetic and personally motivated 
  • High business acumen: understands how the business operates, uses data and quantitative metrics
  • Strategic thinker who anticipates what’s next and presents creative solutions 

Apply for this Job

* Required
  


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

Individuals seeking employment at Human Capital 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 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you 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:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

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.