[Hiring] Head of HR @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.

You're inheriting something that works. There's a levels framework, a rating scale, a calibration process, and managers who have been through several cycles. 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.
• Built, adopted, and still recognizable two cycles later.
• Automated or rebuilt part of a people process.

What You'll Own

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

What Great Looks Like

• The annual cycle ships on your timeline and you own it.
• Managers are calibrated before the cycle rather than corrected after it.
• Every person leaving a check-in has one clear thing to work on.
• The compliance backlog is closed and stays closed.
• The cycle costs managers less time than the year before.
• Your two reports hold more decision authority than they did at the start.

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.

Benefits

• Diverse, inclusive team and culture.
• Equal Employment Opportunity company.
• Valued diversity, equity, and inclusion.