[Hiring] Head of People & AI Enablement @RevolutionParts

Role Description

RevolutionParts is entering its next phase of scale. We need a Head of People who has done this before, and who is already operating in an AI-native way. This is a builder-operator role for a senior People leader who has guided a company through the Series A → B → C journey (or equivalent revenue and headcount scale).

You will partner directly with the CEO and executive team to build the leadership depth, operating discipline, AI-leveraged ways of working, and people systems required for the next chapter of growth, and eventual liquidity.

The Mission: Build a high-performance, AI-leveraged organization that scales revenue, talent, and leadership without losing speed or culture.

You will own the full People function (strategy and execution) and ensure People decisions are directly tied to business outcomes.

What You’ll Be Accountable For

• Executive Partnership & Scale Readiness
  • Act as a trusted advisor to the CEO and executive team on org design, succession, leadership effectiveness, and workforce planning.
  • Prepare the company for board-level scrutiny, diligence, and future exit scenarios (PE, M&A, or IPO).
  • Translate business strategy into people strategy with clear operating rhythms and accountability.
• Organizational Design & Leadership Depth
  • Design and evolve org structures that support growth from ~150 → 250+ employees.
  • Build leadership bench strength, succession plans, and readiness across critical roles.
  • Coach executives known for results, not theory.
• Talent Density & Hiring Excellence
  • Build scalable, data-driven hiring systems that prioritize talent density over volume.
  • Make AI fluency a first-class signal in hiring.
  • Raise hiring standards while maintaining speed in a competitive market.
  • Ensure consistent, bias-aware decision-making tied to long-term performance.
• People Infrastructure That Actually Scales
  • Architect and professionalize People systems: HRIS, performance management, compensation, leveling, and career frameworks.
  • Build a People function that runs AI-forward by default.
  • Ensure compliance, data integrity, and operational excellence without bureaucracy.
  • Build dashboards that executives actually use to run the business.
• AI Fluency & Ways of Working
  • Partner with functional leaders to redesign workflows, role definitions, and team structures around AI-augmented productivity.
  • Build the onboarding, training, and enablement programs that raise the AI fluency floor across the company.
  • Establish performance frameworks that recognize and reward AI-leveraged impact.
  • Treat AI enablement as a change-management mandate, not a tools rollout.
• Performance, Rewards & Culture
  • Design compensation, incentive, and equity programs aligned with accountability and value creation.
  • Reinforce a performance-driven, values-aligned culture through periods of change.
  • Maintain trust, transparency, and engagement as the company scales.

What Success Looks Like

• Measurably higher talent density across leadership and critical roles.
• Clear succession coverage and leadership readiness.
• Strong retention with low regretted attrition.
• Demonstrable lift in revenue and output per employee, driven by AI-augmented ways of working.
• People KPIs clearly tied to revenue, productivity, and operating leverage.
• A People function (and a broader organization) that scales ahead of growth, not behind it.

Qualifications

• Served as the top People leader for a SaaS or tech-enabled company through Series A → C or ~$30M → $100M+ revenue scale.
• Scaled organizations from ~100 to 300+ employees.
• Partnered directly with a CEO and executive team under real growth pressure.
• Built People systems from scratch, and rebuilt them when they broke.
• Personally fluent in modern AI tools and have already reshaped your own function or workflows around them.
• Strong business acumen and comfort tying people decisions to financial outcomes.
• Executive presence, sound judgment, and a bias toward action.

Bonus (not required)

• Experience leading AI adoption or change management at company scale.
• Experience in PE-backed environments, M&A integration, or IPO readiness.
• Executive compensation and equity program design.
• Regular interaction with boards or financial sponsors.

Why This Role Is Compelling

• Direct CEO partnership and meaningful influence on company trajectory.
• Real authority to build (not inherit) the People function.
• A company past product-market fit and entering true scale.
• High expectations, high trust, and high impact.

If you’ve lived the Series A → C journey and are ready to do it again with more leverage, clarity, and impact, we’d love to talk. If this is you, then please apply and include a cover letter describing why you are the right person for this role!

Benefits

• Comprehensive employment package including competitive compensation.
• Career development.
• Benefits.
• 401K match.
• Parental leave.
• Many more valuable perks.

Company Description

RevolutionParts is a high-growth SaaS company modernizing and transforming the automotive parts eCommerce ecosystem. Our platform enables enterprise and mid-market customers to operate more efficiently, grow profitably, and deliver best-in-class digital experiences.