[Hiring] Head 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.

We run profitable and bootstrapped, with a South Florida HQ and a remote-first team across 18 countries.

Qualifications

• A full performance cycle you owned end to end, not supported. Owned more than once, at 150 people or more.
• 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, on headcount or revenue, more than once.
• 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. You can defend a number to a CFO.
• Multi-state registration, I-9, handbook, classification, postings. You've inherited a backlog and cleared it.
• 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: the 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. Compliance is required here and it isn't the center of the work.
• 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. Recruiting sits elsewhere in the function.