Head of People

About Nametag

Nametag is building the future of secure digital identity. Our mission is to protect every human identity to restore trust in the AI era. We bring workforce-grade identity verification integrated to the enterprise to verify the human behind accounts and critical actions. Today, many of the world’s leading brands have a Nametag for every global employee, preventing social engineering and deepfake impersonation attacks.
The role

We’re hiring a Head of People to own the full employee lifecycle and build our People function for scale. You'll be the human face of People at Nametag — the person employees call, trust, and turn to — while building the systems and automations that mean you're rarely doing the same thing twice. You’ll lead a TA hire who executes day-to-day recruiting while you architect the strategy, systems, frameworks, and operational infrastructure that let Nametag hire and retain great people as we grow. This is a builder-leader role: equal parts strategic design and hands-on execution, with a clear path to expand the People team.
What you’ll do
People Operations & Infrastructure (60%)

- Own and optimize the People tech stack: HRIS, ATS, onboarding tools, and benefits platforms—selecting, implementing, and maintaining systems that scale with the company.

- Build the policy and documentation framework: employee handbook, job architecture, comp bands, performance review cadence, and PIP process—designed once, scalable forever.

- Design a remote-first onboarding experience that embeds culture and accelerates ramp; ensure multi-state compliance for a distributed U.S. workforce.

- Lead engagement, internal communications, and culture programming—including quarterly off-sites—grounded in data (eNPS, pulse surveys) not intuition.

- Default to automation: build self-service workflows, eliminate manual repetition, and document systems so the team never depends on tribal knowledge.

Talent Acquisition (20%)

- Manage and develop a TA hire who runs day-to-day sourcing, interviewing, and coordination across Engineering, Product, and GTM.

- Own recruiting infrastructure: ATS configuration, interview loop design, scorecards, offer frameworks, and employer brand positioning.

- Set and maintain the hiring bar: calibrate interviewers, close executive-level candidates, and ensure quality and consistency across all pipelines.

- Partner with leadership on workforce planning: role definition, headcount prioritization, level stratification, and comp band strategy.

Employee Experience & Relations (20%)

- Serve as the primary point of contact for employee questions, concerns, and sensitive situations — handling them directly, not routing them to an FAQ.

- Partner with managers on performance conversations, coaching, and team dynamics before they escalate.

- Run the feedback loops — 1:1s, exit interviews, pulse data — that keep leadership informed without surprises.

- Be the person employees trust to listen first and act with discretion.

Ideal qualifications

- 6–10 years in People/HR at fast-moving startups; prior experience managing or mentoring TA or HR coordinators preferred.

- Proven systems builder—you’ve selected and implemented HRIS, ATS, and People tooling from scratch, not just administered inherited stacks.

- Automation-first mindset — your default question is "how do we not do this manually next time," and you have examples of workflows or self-service systems you've built to prove it.

- Strong operational and program management discipline—you design frameworks that hold up under growth and document decisions so the team doesn’t depend on tribal knowledge.

- Deep enough TA fluency to set the hiring bar, close executive candidates, and coach your recruiter—without being the one running every search.

- Experienced with remote-first distributed teams; excellent communicator comfortable writing policy, presenting to leadership, and representing Nametag externally.

- High EQ and genuine ca