People Lead (w/m/d)

Every.; Berlin; Vor Ort; Vertraulich; Vollzeit

Zusammenfassung

A growing subscription service in Berlin is seeking a Senior People Systems Lead to develop and implement effective people systems and leadership principles. You will focus on building a strong manager-led feedback culture, ensuring clear compensation structures, and enhancing overall team health. The ideal candidate has experience scaling people operations in fast-growing environments and possesses strong coaching skills. This role is crucial for fostering a positive work culture as the organization expands.

Qualifikationen

• Experience building people systems in a scale-up environment (30 to 200 employees).
• Ability to implement performance feedback cycles and 360-degree feedback.
• Strong coaching capabilities and pragmatic approach.

Aufgaben

• Oversee the rollout of leadership principles during onboarding.
• Develop performance and feedback systems run by managers.
• Ensure compensation transparency and fairness throughout.
• Drive hiring strategies and process improvements.

Kenntnisse

People systems development

Manager coaching

Performance management

Building engagement culture

Jobbeschreibung

People lead / Senior People Systems Lead (Berlin)

Every is a DTC food subscription company doubling year over year. As we scale and seniorise, people systems become one of the biggest levers for the next 10×.
We’re looking for a senior People lead to help us grow by rolling out our existing leadership principles into daily practice, building a manager-run feedback/performance culture, and keeping compensation and team health clean and fair. We believe managers should do the people work; your job is to systemise, enable, and sharpen that model as we scale.

What you’ll own

• Systemic rollout of our values and leadership principles into onboarding and manager practice
• Pragmatic performance + feedback system (incl. 360) that managers run
• Manager coaching and growth of leadership craft
• Salary bands, leveling and sparring in compensation decisions
• Hiring strategy and process quality (with managers + recruiters executing)
• Engagement rhythms, culture clarity, team events/offsites
• HR ops foundations and compliance as we scale

What success looks like

• Principles are lived, not just written
• Managers level up fast and consistently
• 360 feedback and performance cycles are useful and predictable
• Compensation is clear and fair
• Engagement stays high through change
• HR ops “just works” in the background

What we’re looking for

• Has owned people systems through a scale-up (30 → 100/200 people range)
• Proven builder of manager-enabled people systems (principles rollout, performance/360, comp/leveling)
• Strong coaching + pragmatic style
• Hands‑on, fast, low‑ego, builder mindset

If this sounds like your kind of mountain, send:

• CV / LinkedIn
• 3–5 bullets on the most important people systems you built
• and why Every