[Hiring] Head of People @LP Careers Page

Role Description

Launch Potato is seeking a leader for performance management, total rewards, and compliance. This role offers real ownership and the opportunity to drive significant impact within the organization.

• Real ownership, immediately.
• Performance, total rewards, and compliance are yours to own rather than support.
• Executive reach by default; calibration and leveling decisions live with the C-suite.
• Leverage is part of the mandate, not a side project; we are tech-first and AI-forward.

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.
• Experience taking a company our size to materially larger.
• Empowered your team to raise the bar.

Requirements

• This is a player-coach seat; managers here lead a team and deliver work personally, at every level.
• You have clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes.

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 parts that shouldn't be done by hand and fixing them.
• 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, and the conversations are better.
• 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; 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.

Benefits

• Commitment to a diverse, inclusive team and culture.
• Equal Employment Opportunity company.
• Valuing diversity, equity, and inclusion.