About Karbon

Karbon is the premium work management platform for the accounting industry and has become indispensable for firms around the world to support their team and navigate the sudden shift to remote work. Karbon brings planning, clients, work, and communication together in one place where it belongs, so even if the firm has to work remotely, they're all together online.

Founded in San Francisco, we have grown into a globally distributed team with people in the Bay Area, Seattle, San Diego, Reno, Sydney, Melbourne, Nelson (NZ) and the United Kingdom. We are well-funded, have a fantastic team culture, are growing rapidly, and making a global impact. Learn more about us at karbonhq.com.

Karbon is looking for a passionate, enthusiastic People & Culture Lead to provide guidance and leadership to our company, playing a key role in driving the next phase of growth at Karbon, and cultivating an environment where our team can continue to thrive. This is an exceptional opportunity to design and lead strategies to develop and retain top talent for a thriving, global organization.

As a People & Culture Lead, there are 3 key areas you will be responsible for:


  • Manage the process, procedures (and implementation thereof) of our employees' Day 1 through 90 experience at Karbon globally - it's important that employees working from home have the same compelling experience as those in our office. Be conscious that we are truly a global organization and that on-boarding in various locations can be challenging.
  • Work with our leadership teams and the organization at large to collaboratively build upon and execute on the long-term vision for all People and Culture functions, consistently improving our effectiveness and helping us achieve our overall business goals. Drive future organizational design and all change management initiatives to help maintain a high-performing, collaborative, and innovative team.
  • Build scalable learning and organizational development programs that aid in growing our team’s capabilities and drive employee retention.
  • Help maintain our core values and ensure that all decisions, programs, and processes are aligned with our culture and core beliefs. Focus on building and maintaining a diverse, emotionally-intelligent, and inclusive culture through the development of culture initiatives that increase diversity of thought, backgrounds, and perspectives. Work with employees at all levels to develop inclusive thinking and to address inclusion needs.
  • Lead and grow, in-line with company growth, a People and Culture team that is able to effectively manage their responsibilities globally. This could incorporate a direct or matrixed org chart that handles Operational aspects such as rewards/benefits, systems, etc.
  • Liaise with leaders at all levels to provide HR business partner support. Execute company-wide performance management programs that helps us identify high and low performers and drives continuous, transparent feedback across all disciplines.

Ownership of Key Processes

  • Cultivate and expand the existing OKR process by ensuring that the process is commenced, monitored, and concluded each quarter as effectively and efficiently as possible. The current OKR process is established and operating effectively, but as the team has grown substantially recently, the process will require more care and attention than we can currently afford it. It’s very important that the person who fills this role is familiar with the OKR process and engenders cohesion and support across the organization rather than allowing the OKR process to become a chore and irrelevant sideshow.
  • Assist teams with their alignment strategies and help embed the OKR process so that it does not feel like a chore but rather a part of our structure and framework for operating the organization and contributes to our long term success.
  • Ensure that the twice yearly performance review process is as painless, effective, and efficient as possible. Employees should get the most they possibly can from the process, and the experience should assist in their career progression. Help ensure that all employees feel that their time with Karbon, however short or long, is valuable.

HR Business Partner Responsibilities

  • Partner with leadership and the Talent Acquisition team to recruit top talent for the company that aligns with workforce plans and objectives (including Executive recruitment). Design employment branding initiatives that increase brand awareness.
  • Establish new relationships and continue existing relationships with HR providers such as payroll and compliance services in the various regions that Karbon operates. It’s important that these vendors are managed effectively, that their services are well-known and available to employees, and that we continue to gain value from these relationships.

About You

Candidates with the following qualifications and experience are encouraged to apply:

  • 4+ years of HR / People Operations experience, preferably at a high-growth startup
  • Ability to coach, mentor, motivate (and advise where appropriate) to help managers and employees grow and develop in alignment with business and personal goals
  • Excellent listening and communication skills, with the ability to communicate clearly, thoughtfully, and directly
  • Experience building hybrid workspaces and environments that encourage creativity, productivity, and collaboration, enabling our employees to be the best version of themself and to do their best work
  • Experience leading DEI initiatives and programs that help diversify our team, welcoming different ideas and perspectives while maintaining an inclusive culture
  • Strong planning and organizational skills that enable you to see projects through from start to finish

Why work at Karbon?

  • Competitive salary
  • Opportunity to be part of building a global product
  • True ownership and autonomy over the work you do
  • Work with (and learn from) a very experienced team
  • Be part of a startup team that will continue to grow around you
  • Flexible approach to work environment (we believe in trust and autonomy - we're not going to monitor how or where you work)
  • A culture of open communication, consistent feedback, and full transparency into company results, metrics, and financial position

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