[Hiring] Senior Lead, People @Moxie

Role Description

We're looking for a Senior Lead, People to serve as a strategic partner and second-in-command to our Head of People, helping Moxie navigate the critical transition from startup to scaled organization. You'll be stepping into true ownership of our performance management systems, manager enablement programs, and People operations—building the infrastructure that enables our managers to lead effectively as we grow from 200 to 250+ employees over the next year. This is a rare opportunity to co-create People strategy at a Series C company that has strong foundations but needs your expertise to redesign and modernize our systems for sustainable scale.

• Own and transform our performance management infrastructure end-to-end, selecting and implementing a modern performance management tool to replace our current spreadsheet-based system, redesigning our calibration and feedback processes, and ensuring managers are equipped to deliver meaningful development conversations.
• Build and scale our manager enablement program from the ground up, starting with a listening tour to identify pain points, launching pilot initiatives like manager roundtables and onboarding curriculum, and evolving it into a comprehensive support system that measurably improves manager effectiveness across the organization.
• Take full ownership of core People Operations, including HRIS management, employee lifecycle programs, onboarding/offboarding, and people analytics—streamlining processes, reducing manual work, and creating dashboards that give leadership real-time insights into team health and performance.
• Serve as the strategic thought partner to our Head of People, freeing them to focus on recruiting and high-level strategy while you ensure day-to-day operations run smoothly and emerging organizational challenges (career pathing, role specialization, culture scaling) are proactively addressed.
• Establish yourself as the trusted coach and resource for people managers, building strong cross-functional relationships with Finance, Legal, and the leadership team while becoming the go-to person managers actively seek out for guidance.

Qualifications

• 7+ years of progressive People/HR experience, with at least 3-4 years in a senior individual contributor or leadership role, ideally with experience scaling People functions at high-growth tech companies through the 100-300 employee stage.
• Deep expertise in performance management systems and manager development, with a track record of successfully implementing performance management tools, designing calibration processes, and building manager enablement programs that drive measurable improvements in leadership quality.
• Strong People Operations and systems thinking capabilities, including hands-on experience with HRIS platforms, people analytics, and process optimization—you should be equally comfortable in Spreadsheets and strategic conversations.
• Strategic partnership skills with executive presence, demonstrated ability to influence and collaborate with senior leadership, translate business needs into People programs, and balance the big picture with flawless execution.
• Entrepreneurial mindset and comfort with ambiguity, proven ability to build programs from 0 to 1, make smart decisions with incomplete information, and thrive in a fast-paced environment where you'll need to prioritize ruthlessly and deliver results quickly.
• Genuine passion for developing managers and scaling culture, someone who gets energized by coaching leaders, believes great managers are the key to organizational success, and wants to build systems that maintain culture while enabling intentional growth.

Benefits

• True ownership and strategic impact: This isn't a program manager role executing someone else's vision—you'll co-create People strategy for a high-growth company and own major domains end-to-end, with your work defining our systems and culture for years to come.
• The stage sweet spot: Series C with 200+ people means real resources and organizational maturity, but we're still early enough that you can redesign and modernize our systems rather than inheriting years of legacy infrastructure.
• Executive partnership and visibility: You'll work directly with our Head of People and leadership team as a trusted thought partner, with your voice shaping critical decisions about how we build and scale the company.
• Manager-centric mission: If you love coaching and developing managers, you'll get to build the comprehensive programs that transform how leadership shows up at Moxie—with measurable impact on manager effectiveness, team health, and retention.

Company Description

At Moxie, we empower ambitious aesthetic entrepreneurs to build profitable, independent practices—without burnout, overwhelm, or guesswork. In just a few years, we've grown from an idea to a global, remote-first team now supporting 700+ practices nationwide. Our purpose is simple: to unlock sustainable success for aesthetic entrepreneurs, at every stage of their journey.

At Moxie, we believe in creating a workplace where everyone feels valued, trusted, and included. Our team lives by our values: act as owners, give more than we take, move with speed and care, and simplify and learn every day. We welcome people of all backgrounds, experiences, and perspectives to apply. If you require any accommodations to fully participate in the interview process, please let us know, we’re happy to assist.