Head of People Operations

Location: Fully remote, worldwide
Time commitment: Part-time, at least 10 hours per week
Minimum duration: 6 months (open to discussion)
Reports to: Chief Operating Officer (COO) and CEO

Please do not contact Vexnovate team members through other platforms. Apply directly; all applications are treated fairly.

Vexnovate is an early-stage startup where many departments and operations are just getting started. This role offers an opportunity to build, shape, and lead from day one.

About the Role

As Head of People Operations, you will be second in command to the COO and a founding leader of Vexnovate's People function. The HR department is new and currently has one team member. You will establish its processes, recruit and onboard at least two additional HR team members, and lead the department as it grows.

People Operations covers recruitment, onboarding, the employee lifecycle, systems, policies, compliance, performance, and culture. You will work closely with the COO, CEO, Executive Assistant, and other C-suite members, taking initiative rather than waiting for direction.

Key Responsibilities

Build and lead the People function

• Lead the HR department; recruit, onboard, manage, coach, and develop at least two additional team members.
• Define the People Operations roadmap and priorities with the COO and executive team.
• Act as the COO's key partner on People Operations and support the wider organisation.

Recruitment and talent acquisition

• Design and manage recruitment pipelines, from role scoping and job descriptions through sourcing, interviews, offers, and onboarding.
• Define Vexnovate's Employer Value Proposition and manage external recruiters or an internal talent acquisition function as it grows.
• Partner with executive and finance teams on headcount planning, hiring budgets, and forecasts.

HR operations, systems, and compliance

• Implement and optimise scalable HRMS/HRIS tools, internal databases, and automated workflows.
• Draft, review, and roll out company policies, employee handbooks, and employment or contractor agreements.
• Ensure compliance with applicable local and international labour regulations, including GDPR and country-specific labour laws, and appropriate contractor-versus-employee classification for a distributed team.
• Oversee onboarding, offboarding, employee records, and day-to-day HR administration.

Compensation, benefits, and performance

• Design equitable salary benchmarks, compensation bands, and benefits appropriate for an early-stage budget.
• Build lightweight performance reviews and goal-tracking systems, such as OKRs.
• Assess training needs and coordinate professional development and manager coaching.

Culture, engagement, and employee relations

• Shape the company's early culture by translating core values into daily habits, onboarding experiences, and retention programmes.
• Design and oversee engagement projects and diversity, equity, and inclusion practices.
• Serve as a trusted, neutral advocate for employee concerns; mediate conflicts and manage employee relations cases discreetly.

People analytics and reporting

• Track, analyse, and present key people metrics, such as retention, cost per hire, eNPS, and diversity data.
• Manage and allocate the People department budget with the COO and finance.

Who We're Looking For

A proactive, empathetic, hands-on leader who is comfortable building from scratch and shifting between strategy and day-to-day execution.

Required

• 5+ years of progressive HR or People Operations experience, including team leadership or management.
• Demonstrated ability to build HR processes and infrastructure from zero, including HRIS platforms, handbooks, onboarding, and benefits.
• Hands-on experience designing recruitment pipelines and hiring for multiple roles, including managing external recruiters.
• Experience with compensation structures, lightweight performance frameworks, career progression, and employee engagement.
• Working knowledge of labour laws, contractor-versus-employee classification, and compliance for remote or distributed teams.
• Ability to translate company values into onboarding, retention, and everyday team habits.
• Self-starter who can set priorities independently while collaborating with the CEO, COO, Executive Assistant, and C-suite.
• Strong written and asynchronous communication, with clear process documentation.
• Discretion and sound judgement when handling sensitive employee and leadership information.
• Comfortable working remotely across time zones and cultures, and available for at least 10 hours per week.

A Plus

• Experience working in an early-stage startup or a high-growth, remote-first company.
• Familiarity with modern HRIS/ATS tools.

What You'll Gain

• Potential for equity-based compensation until the company is funded.
• A LinkedIn recommendation and endorsement, a letter of recommendation, and a feature on the Vexnovate website.
• The opportunity to build a People function from the ground up and lead it as it grows.
• A remote, flexible arrangement open to candidates worldwide.
• Opportunities to work with people from different countries and industries.
• Direct, day-to-day exposure to the CEO, COO, and other C-suite leaders.

Hiring Process

1. Initial AI interview (20 minutes): If your profile is a good fit, you will be invited to an online conversation with AI after applying. Invitations are usually sent within 3 days. Please be yourself; AI tools are not allowed, as our team personally reviews every answer.
2. Live interview: A one-on-one discussion with our CTO, Anita, and CEO, Aswathy, to explore fit and mutual goals.
3. Onboarding: If there is a mutual match, you will receive an official welcome email.