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Talent Strategy & Leadership Support

• Partner closely with the Chief People Officer to align people strategy, organizational priorities, and leadership support.

• Serve as a trusted partner to leaders and managers on learning and development, team dynamics, coaching, performance issues, employee relations and organizational effectiveness. Serve as an effective listener, champion and problem solver.

• Design and lead manager training and development programs to improve leadership capability, feedback quality, performance management and team health.

• Provide regular feedback and perspective to the leadership team on people trends, organizational health, manager effectiveness, and cultural opportunities.

Employee Engagement & Culture

• Ensure Pendulum's mission and values are upheld across all people programs and practices.

• Utilize data and metrics to understand the employee experience and develop programs and implement practices that demonstrate commitment to strengthening company culture and living our values.

• Oversee employee engagement activities with a view to encouraging onsite collaboration and inclusion of remote employees.

• Be a culture champion, including owning company events and recognition programs.

HR Operations

• Lead day-to-day HR operations across the company, ensuring a high-quality employee experience and strong execution of core people processes.

• Talent Acquisition: Develop a data-oriented approach to manage and scale hiring practices as the company grows, including onboarding processes that allow employees to acclimate quickly.

• Compensation & Benefits: Build on compensation and benefits offerings to attract and retain talent consistent with a performance-based culture.

• Employee Relations:  Partner with company leadership and outside employment counsel on sensitive or complex legal and employment matters, using sound judgment and a proactive approach to conflict resolution.

• Compliance: Help ensure HR policies, practices and documentation are compliant, practical and aligned with company values.

• Systems: Oversee HR systems, including ADP Workforce Now, Ubiquity, Health Equity, Lever, Lattice and Google Drive.

Experience & Education

• 10+ years of progressive experience in People/HR, ideally in fast-growing startup or scale-up environments.

• At least 4+ years in a management or senior leadership capacity within People/HR.

• Bachelor's degree required; HR certification (SPHR / SHRM-SCP) preferred.

• Hands-on experience leading HR operations: HRIS systems, onboarding/offboarding, compensation banding, benefits administration and employee relations.

• Broad knowledge and understanding of federal, state, and local employment laws.

Competencies & Attributes

• An inspiring leader and visionary who is passionate about the impact of people, yet business-minded and results oriented.

• High emotional intelligence with the ability to develop and maintain collaborative relationships, credibility and trust with stakeholders, peers and colleagues across the organization.

• Sound judgment and the ability to make clear grounded decisions and recommendations, including on complex, multi-disciplinary problems.

• Ability to turn people data into  insights and actions that drive continuous improvement for employee programs and performance. 

• Strong prioritization, project planning and management (from conception to completion) and change management skills.

• Ability to work well autonomously and cross-functionally in a fast-paced, deadline-driven environment.

• Strong verbal and written communication skills, including the ability to effectively present to executive audiences. 

• Belief in transparent and open communication and the power of individuals to improve and enable those around them. 

In the first year, success means that:

• The CPO has a reliable operational partner - someone who owns the day-to-day People function with minimal oversight, freeing the CPO to focus on strategy, leadership, and organizational development.

• Managers across the organization feel meaningfully better supported: clearer on expectations, better equipped to lead their teams, and confident they have a trusted HR partner to turn to.

• Employee engagement data shows positive trends, and the culture feels cohesive, inclusive, and aligned with Pendulum's mission.

• HR operations run with consistency and rigor: processes are documented, systems are clean, compliance is current, and the employee experience from offer letter to offboarding reflects the company's values.

• $200,200-$225,000
• Medical, Dental, and Vision
• Commuter Benefits
• Life & STD Insurance
• Company match on 401 (k)
• Flexible Time Off (FTO)
• Equity