[Hiring] AI Solutions Engineer @xCures Inc.

Role Description

xCures® is building the leadership team and the organization for a company several times its current size, and the Chief People Officer owns how that happens. You report to the CEO, sit on the executive team, and act as a full partner on org design, executive hiring, and company direction. You set the people strategy, own compensation, equity, and leveling end to end, and build the leadership bench for a fully remote company that plans to more than double headcount over the next two years.

This is a big job for someone who has done it before. You have led a people function through a stage where the company outgrew its structure, and you know the difference between programs that speed a company up and programs that slow it down. The organization decisions made in the next eighteen months decide whether xCures executes against what it has committed to, and you will make many of them.

Key Responsibilities

• Executive Partnership and People Strategy
  • Partner with the CEO on org design, executive hiring, and company direction, and translate the business plan into a people roadmap with owners and dates.
  • Own the workforce plan and hold the company to it: headcount by function, hiring waves tied to business triggers, and the revenue-per-head discipline that goes with them.
  • Help the CEO and executive team assess, close, and onboard senior leaders, and build an executive team that operates as one.
  • Set and hold the culture of a fully remote company as it grows, through rituals, communication norms, and decision habits that survive the next 100 hires.
• Leveling, Compensation, and Total Rewards
  • Own the company-wide leveling and career architecture. You will inherit a releveling designed before you start, and you own its rollout, its evolution, and the compensation philosophy that sits on it.
  • Own compensation, equity, and total rewards strategy in partnership with Finance: benchmarking, pay equity, comp modeling, and the equity refresh program, built to win against well-funded competitors.
  • Bring a compensation philosophy the board can defend and the executive team can apply without exception handling.
• Leadership and Organizational Development
  • Build the leadership development, coaching, and succession frameworks that turn first-time managers into leaders as fast as the company needs them.
  • Run performance management as a system: goals, calibration, feedback, and consequences, with tools managers use.
  • Design onboarding that gives every new hire a consistent, high-quality start in a remote company.
• Talent Acquisition and People Operations
  • Own hiring-plan attainment and the quality bar. The talent acquisition lead and recruiting team report to you and run execution.
  • Lead a lean, high-leverage People team and run people operations AI-first, automating the administrative layer so the team spends its time on judgment.
  • Lead the transition off the PEO model when the company reaches the scale to support in-house HR infrastructure, and stand up the systems that go with it.
  • Extend hiring beyond the United States when the plan calls for it, including employer-of-record and contractor-conversion paths.
• Compliance, Risk, and Employee Relations
  • Ensure compliance with employment law across every state where we employ people, and manage risk as the footprint grows.
  • Own employee relations and workplace investigations with discretion and sound judgment.

First-Year Outcomes

• Company-wide releveling rolled out and understood, with bands and titles that hold for the next stage of growth.
• Senior leaders hired during the year onboarded and operating as one team.
• The annual hiring plan met against its triggers without lowering the bar.
• A compensation and equity philosophy adopted by the board and applied company-wide.
• A PEO exit decision made, with a dated plan.
• An engagement and retention baseline in place, with regretted attrition measured and falling.

Qualifications

• 12 or more years of progressive people leadership, including at least one run as the senior-most people leader (Chief People Officer, CHRO, or VP People) through a stage where headcount at least doubled.
• A proven operator who does the work directly when the team is small and builds the team as the company grows.
• Direct ownership of compensation, equity, and leveling design at a venture-backed company, including benchmarking, pay equity, comp modeling with Finance, and presenting to a board or compensation committee.
• Experience partnering with a CEO and executive team on org design and executive hiring as a strategic partner, not only an HR operator.
• Demonstrated results building culture, leadership development, and performance management at a distributed company.
• Working knowledge of multi-state employment law and compliance.
• Fluency with AI tools applied to people operations, and a clear point of view on how a small People team runs a large company.

Bonus Points

• Experience in health technology, healthcare data, or another regulated industry.
• Experience with international hiring through employer-of-record arrangements or entity setup.
• Experience leading a PEO exit or an HRIS implementation.
• Experience at a company through a later funding round, an acquisition, or entry into a new market segment.
• SHRM-SCP or SPHR certification.

Location

xCures operates in a distributed, remote-first environment, with occasional travel to company offsites or key meetings throughout the year. Candidates may be located anywhere in the United States. The successful candidate must already have authorization to work in the United States. At this time, xCures does not offer sponsorship. All candidate information will be held in confidence and in accordance with EEOC guidelines.

Additional Considerations

We recognize that people bring a wealth of experience and talent beyond just the requirements listed in a job description. Diversity of experience and skills, combined with a shared passion for healthcare, is what drives us to innovate. We welcome candidates from all backgrounds and encourage you to apply, even if you don’t meet every qualification listed. xCures is an equal opportunity employer, committed to creating an inclusive environment for all employees.

Benefits

• Remote-First
• Paid Time Off and 13 Company Holidays
• Equity Package
• Paid Parental Leave
• Medical, Vision, and Dental
• Employer HSA Contribution
• Employer 401(k) Match
• STD, LTD, Life Insurance and Critical Illness Plans
• Employee Assistance Program
• Adoption Assistance
• Company Offsites
• Monthly Internet Allowance
• Professional Development Funds
• And more!

Compensation

The anticipated base salary range for this role is $100,000 to $160,000.

Agency Notice

xCures does not accept unsolicited resumes from staffing agencies, search firms, or other third-party recruiters. Any resumes submitted without a signed, active agreement with xCures will not be considered, and no fee will be paid in the event of a hire.