Head of HR and Growth

Zeromatter Technologies Inc; Mountain View (CA); Hybrid; USD 250,000 - 350,000; Full time

Job summary

Zeromatter is seeking its first HR and Growth leader to build and run the HR function, transforming tribal knowledge into durable programs for leveling, compensation, performance, and people operations. You will own the employee lifecycle from onboarding to exit, ensure seamless experiences for new hires, and partner with Finance, Legal, and Recruiting to keep workforce planning aligned.

You will design and implement our people systems stack, inject automation and AI into workflows, and ensure

Qualifications

• 8+ years of People experience, including leading People through rapid scaling at a high-growth, engineering-heavy company.
• Speed matters: you don't wait for a playbook, you plan fast, drive alignment, and execute.
• You're a builder with multiple successful program builds or transformations behind you: leveling, compensation, performance, HRIS, policy, built by you rather than inherited.
• Deep technical knowledge of People processes and employment requirements.
• Strategy and planning mindset paired with execution and delivery: you earn credibility with deeply technical teams and influence executive stakeholders with data and judgement

Responsibilities

• Own the HR function from strategy to execution, standardizing playbooks and programs.
• Lead onboarding through exit, ensuring productive ramp times and actionable engagement.
• Drive automation of HRIS, performance, and engagement tooling; apply AI where appropriate.
• Establish data integrity through single-source-of-truth across systems and monthly leadership reporting.
• Partner with recruiting, Finance, and Legal to align workforce planning, leveling, and budget.

Skills

People experience

Leadership

Execution speed

Strategic planning

Job description

The Role

Zeromatter is growing fast. We've gotten this far on small-company advantages: high trust, strong ownership, and judgment doing the work of process. We're looking to scale well beyond where we are today without losing what makes it work. As our first HR and Growth leader, reporting directly to the Head of Operations, you'll build and run our HR function, transforming tribal knowledge, informal norms, and scattered practices into lightweight, durable programs for leveling, compensation, performance, manager and IC development, and people operations, so every new hire lands with a seamless, error-free experience and everyone here knows where they stand and how to grow.

We're looking for a strategic builder who thinks from first principles. You don't follow playbooks; you write them. You move seamlessly between org-level strategy and deep-dive execution, energized by the velocity of a company that's scaling and by the craft of building employee programs that engineers respect. You'll do the work yourself while partnering with our HRBP, then hire a team as the scale needs it, partnering day-to-day with the CEO, Chief of Staff, Finance, Legal, and Recruiting

The Impact You Will Have

• Standardize the Playbook: Operationalize tribal knowledge into documented, durable people programs: leveling guidelines and career paths, handbooks, and the compliance calendar (harassment prevention training, pay transparency and pay data reporting, EEO-1, leave administration, workplace violence prevention planning).

• Growth & Performance: Stand up performance cycles and calibration that respect people's time and tell the truth, and build manager and IC development so new managers get good fast and strong ICs keep growing.

• Employee Experience Leadership: Own the employee lifecycle from onboarding through exit: onboarding that makes new hires productive in weeks rather than quarters, engagement surveys turned into visible action, and benefits, payroll partnership, and immigration support run with rigor. Handle employee relations directly, partnering with outside employment counsel on sensitive matters.

• Drive Automation: Design and implement our people systems stack (HRIS, performance, and engagement tooling), and put automation and AI to work in our people workflows so the People team stays lean while the company scales.

• Data Integrity: Establish single-source-of-truth protocols for employee data across systems, and report to Leadership monthly.

• Cross-Functional Partnership: Act as the People team's primary POC to recruiting, Finance, and Legal so workforce planning, leveling, and budget stay in lockstep from headcount plan through Day 1 for every new hire.

What We Look For

• 8+ years of People experience, including leading People through rapid scaling at a high-growth, engineering-heavy company

• Speed matters: you don't wait for a playbook, you plan fast, drive alignment, and execute

• You're a builder with multiple successful program builds or transformations behind you: leveling, compensation, performance, HRIS, policy, built by you rather than inherited

• Deep technical knowledge of People processes and employment requirements

• Strategy and planning mindset paired with execution and delivery: you earn credibility with deeply technical teams and influence executive stakeholders with data and judgement