Head of People at Nametag

Worldwide

<p><strong>About Nametag</strong></p> <p>Nametag is building the future of secure digital identity. Our mission is to <strong>protect every human identity </strong>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.&nbsp;</p> <p><strong>The role</strong></p> <p>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.</p> <p><strong>What you’ll do</strong></p> <p><strong>People Operations &amp; Infrastructure (60%)</strong></p> <ul> <li>Own and optimize the People tech stack: HRIS, ATS, onboarding tools, and benefits platforms—selecting, implementing, and maintaining systems that scale with the company.</li> <li>Build the policy and documentation framework: employee handbook, job architecture, comp bands, performance review cadence, and PIP process—designed once, scalable forever.</li> <li>Design a remote-first onboarding experience that embeds culture and accelerates ramp; ensure multi-state compliance for a distributed U.S. workforce.</li> <li>Lead engagement, internal communications, and culture programming—including quarterly off-sites—grounded in data (eNPS, pulse surveys) not intuition.</li> <li>Default to automation: build self-service workflows, eliminate manual repetition, and document systems so the team never depends on tribal knowledge.</li> </ul> <p>&nbsp;</p> <p><strong>Talent Acquisition (20%)</strong></p> <ul> <li>Manage and develop a TA hire who runs day-to-day sourcing, interviewing, and coordination across Engineering, Product, and GTM.</li> <li>Own recruiting infrastructure: ATS configuration, interview loop design, scorecards, offer frameworks, and employer brand positioning.</li> <li>Set and maintain the hiring bar: calibrate interviewers, close executive-level candidates, and ensure quality and consistency across all pipelines.</li> <li>Partner with leadership on workforce planning: role definition, headcount prioritization, level stratification, and comp band strategy.</li> </ul> <p>&nbsp;</p> <p><strong>Employee Experience &amp; Relations (20%)</strong></p> <ul> <li>Serve as the primary point of contact for employee questions, concerns, and sensitive situations — handling them directly, not routing them to an FAQ.</li> <li>Partner with managers on performance conversations, coaching, and team dynamics before they escalate.</li> <li>Run the feedback loops — 1:1s, exit interviews, pulse data — that keep leadership informed without surprises.</li> <li>Be the person employees trust to listen first and act with discretion.</li> </ul> <p><strong>Ideal qualifications</strong></p> <ul> <li>6–10 years in People/HR at fast-moving startups; prior experience managing or mentoring TA or HR coordinators preferred.</li> <li>Proven systems builder—you’ve selected and implemented HRIS, ATS, and People tooling from scratch, not just administered inherited stacks.</li> <li>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.</li> <li>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.</li> <li>Deep enough TA fluency to set the hiring bar, close executive candidates, and coach your recruiter—without being the one running every search.</li> <li>Experienced with remote-first distributed teams; excellent communicator comfortable writing policy, presenting to leadership, and representing Nametag externally.</li> <li>High EQ and genuine care for people — you handle sensitive situations with discretion, and employees feel it.</li> </ul> <p>&nbsp;</p> <p><strong>What we value</strong></p> <ul> <li>Fast technical learning and curiosity about identity security.</li> <li>Kindness, integrity, and high trust—our core operating principles.</li> <li>Bias for action: iterate quickly and ship pragmatic solutions.</li> </ul> <p>&nbsp;</p> <p><strong>Compensation &amp; perks</strong></p> <ul> <li>Competitive salary + meaningful equity.</li> <li>Comprehensive medical, dental, and vision.</li> <li>Remote-first with flexible PTO.</li> <li>Annual team off-sites.</li> <li>New MacBook and home-office equipment.</li> </ul> <p><br><br></p>