[Hiring] Head of HR @intent

Role Description

We're looking for a Head of People to take full ownership of everything people-related at intent: recruitment, HR operations, team development, policies, and working directly with founders on how this company grows. This isn't a "set up the perks page and run engagement surveys" kind of role.

• Manage a team of three (two recruiters and an office manager)
• Drive around 50 hires a year
• Build compensation systems
• Handle difficult conversations
• Be the person leaders turn to when things get complicated

It's a B2B contract with a fixed monthly rate. If you like building people functions that actually work, not just look good on paper, this is for you.

Qualifications

• 5+ years in a senior HR/People role, with at least 2 years managing a team
• Hands-on recruitment experience at scale: you can run a hiring process yourself, not just delegate it. Tech/software services industry strongly preferred
• Solid understanding of Polish labor law and contract types (B2B, UoP, UZ)
• Experience building HR systems from scratch or significantly rebuilding them
• Commercial awareness: you understand how hiring plans connect to revenue
• Strong with data: you define metrics, build reports, and turn numbers into recommendations
• English at C1+ (written and spoken)
• Direct, honest communication
• The ability to switch between strategic thinking and hands-on execution
• Initiative and ownership

Requirements

• Lead the People team: manage two recruiters and an office manager, run weekly 1:1s, quarterly evaluations, and develop their skills
• Own the full recruitment cycle: plan hiring in sync with the sales pipeline, set priorities, run or oversee ~50 hires per year across specialist, leadership, and back-office roles
• Design and optimize recruitment processes, train hiring managers (PMs, tech leads), and manage relationships with recruitment agencies and outsourcing partners
• Run onboarding, workshadowing, and offboarding programs
• Partner with team leads on quarterly performance reviews, competency matrices, development plans, and corrective processes
• Step in when things get hard: burnout, conflicts, terminations, difficult conversations
• Advise C-level on hiring decisions, compensation structures, team rotation, org design, and succession planning
• Own HR operations: contracts (B2B, UoP, UZ, NDAs), leave management, overtime calculations, invoice approvals, compensation reports
• Build and maintain all people policies: leave, equipment, remote work, recruitment, bonuses, offboarding, benefits
• Manage vendor relationships: Saltus (medical), legal counsel, payroll/accounting partner, training providers
• Drive HR reporting: recruitment pipeline metrics, retention, headcount efficiency
• Lead people initiatives: wellbeing programs, mentoring, feedback frameworks, strategic projects
• Handle compliance: ISO 27001 audits, labor inspection requirements, access management across tools
• Use AI tools as part of your daily workflow

Benefits

• 16,000–24,000 PLN/month net B2B, depending on your experience
• 26 days paid leave (B2B)
• 10 days paid sick leave
• Saltus medical care (private health insurance)
• Training budget (2,000 PLN+)
• Mentoring budget
• Fully remote, with a pet-friendly office in Warsaw and a coworking space in Gdansk

Your First Weeks

You'll start by getting the lay of the land: meeting the team, understanding active recruitment processes, learning how projects and people are allocated, and getting introduced to the leaders you'll be partnering with. Within the first few weeks, you'll start taking ownership of day-to-day operations, and by the end of your first month, you'll have a clear picture of what's working, what needs fixing, and where you want to take things.

Who This Role is NOT For

If you see HR as a support function that mostly reacts to requests from "the business", this isn't the right fit. We need someone who sees themselves as part of the business: someone who sits at the table with founders, challenges decisions when needed, and builds systems that actually shape how the company operates.

• If you're looking for a role where you can focus on one thing, like just recruitment or just policies, this will overwhelm you.
• We're also AI-native: if AI tools feel like a gimmick to you rather than a daily multiplier, we're probably not your people.

Recruitment Process

• The entire process is in English. All interviews are recorded for internal evaluation purposes.
• Application with a few screening questions
• Initial call (~45 min): getting to know each other, your experience, what you're looking for
• A short take-home task (~60 min): a practical exercise related to the role
• In-depth meeting (~90 min): with CEO and COO, diving into how you think about people, operations, and strategy
• Final feedback within a few days