[Hiring] Director of People @LP Careers Page

Role Description

Launch Potato is the discovery and conversion company. We reach tens of millions of people every month through our brands, including FinanceBuzz, All About Cookies, and OnlyInYourState. We turn that attention into real outcomes for our partners, some of the world's leading companies.

Our mission: create predictable, high-value customer acquisition at scale by connecting discovery, intent, and performance across category-leading consumer brands in finance, travel, and entertainment.

You own outcomes here, not tasks. We measure work by impact, not activity. The pace is real, and change is constant, so the people who do best turn change into opportunity instead of waiting for it to settle.

Feedback runs direct and lands with respect. Ordinary people make themselves extraordinary at Launch Potato.

Your job is deciding what carries forward and change-managing the rest, across an org that moves fast and adopts new processes.

Qualifications

• A full performance cycle you owned end to end, not supported.
• Compensation and benefits you've owned.
• HR compliance as standing scope, not as a project.
• A people system that outlasted you.
• Leverage you built that people adopted.
• Experience taking a company our size to materially larger.
• Empowered your team to raise the bar.

Requirements

• Design, timeline, manager prep, calibration, rollout, retro.
• Band design, benchmarking methodology, benefits renewals, the annual comp cycle.
• Multi-state registration, I-9, handbook, classification, postings.
• You've automated or rebuilt part of a people process so it ran faster, the quality held or improved, and the team actually used it.
• This is a player-coach seat. Managers here lead a team and deliver work personally, at every level.

Benefits

• Real ownership, immediately.
• Performance, total rewards, and compliance are yours to own rather than support.
• Executive reach by default.
• Leverage is part of the mandate, not a side project.

What You'll Own

• Performance management: mid-year and annual cycles end to end.
• Total rewards: band design and the benchmarking methodology behind it.
• Compliance: multi-state registration, I-9, handbook, classification, postings.
• Manager enablement: preparing managers for real performance conversations.
• Leverage and tooling: finding the parts of everything above that shouldn't be done by hand.
• The team: an HR Business Partner and a Total Rewards and People Analytics lead.

This Isn't the Right Seat If

• This would be your first Director-level people role.
• You lead with policy and risk.
• You want to redesign the cycle every year.
• You see tooling and automation as somebody else's job.
• You're looking for a recruiting role.

Want to accelerate your career? Apply now!

Since day one, we've been committed to having a diverse, inclusive team and culture. We are proud to be an Equal Employment Opportunity company. We value diversity, equity, and inclusion.