Role Overview
You will design and manage the systems that help the team perform at a high standard. You will ensure the CEO’s time is protected by serving as the primary point of contact for internal questions, decisions, and follow-up. You will raise the bar for leadership, communication, and performance across the team.
Key Responsibilities
Leadership Support
• Act as the first stop for internal questions, decisions, and clarifications.
• Translate the CEO’s priorities into clear instructions and expectations.
• Follow up with team members to ensure deadlines and deliverables stay on track.
• Manage internal communication flow so the CEO is only involved when necessary.
Team Management and Accountability
• Run weekly team meetings, check-ins, and accountability rhythms.
• Hold team members and managers accountable to deadlines, KPIs, and quality standards.
• Identify performance gaps early and address them with structure or coaching.
• Support managers in becoming stronger leaders who own their teams.
Hiring and Onboarding
• Manage hiring pipelines, coordinate interviews, and screen candidates.
• Build structured onboarding processes, success metrics, and 60-day plans.
• Create clarity for new hires through documentation, checklists, and expectations.
• Ensure every new hire is trained effectively and fully integrated.
Training and Development
• Build and deliver training programs for both managers and ICs.
• Coach managers on feedback, delegation, leadership, and communication.
• Create internal training materials, playbooks, and learning paths.
• Lead performance reviews and ensure clear development plans.
KPI and Performance Management
• Define KPIs and scorecards in collaboration with leadership.
• Track performance metrics and provide insights to the CEO.
• Ensure each team member knows their responsibilities and metrics.
• Improve dashboards, reporting tools, and performance rhythms.
Process Improvement
• Build and document SOPs, policies, and workflows across the team.
• Identify bottlenecks and operational inefficiencies and improve them.
• Standardize internal communication for clarity and predictability.
• Ensure systems scale with the company’s growth.
Who You Are
• A strong communicator who brings clarity, calm, and confidence to teams.
• A builder who loves creating systems, structures, and processes.
• A natural coach who develops people and elevates managers.
• Highly organized with excellent follow-through.
• Confident holding others accountable, even senior team members.
• Comfortable taking internal load off the CEO and enabling her to operate at a strategic level.
• Thrives in a fast-paced, founder-led environment.
Our Application Process:
- As a prestigious luxury company, we receive a high volume of applications for each role. To help us evaluate candidates thoughtfully and efficiently, we ask all applicants to complete a short set of written questions and include a brief video introduction.
- Candidates who complete both the written questions and the video will be considered for the next stage of interviews. These responses allow us to get a meaningful sense of your communication style, problem-solving approach, and alignment with our values before moving forward.'
Questions:
- What is your management and communication style? Include details on the smallest and largest teams you have supported or led, and how you ensured accountability.
- Describe a situation where you took over people-related responsibilities from an executive or founder. What did you handle, and what impact did it have on their time and the team’s performance?
- Walk me through a hiring or onboarding process you personally built or improved. What problem were you solving, what steps did you take, and what was the outcome?
- Describe a time you identified a team or manager performance problem. What steps did you take to diagnose it, fix it, and ensure long-term improvement?
- VIDEO QUESTION: Record a 1 to 2 minute video explaining why you are a great fit for this People Operations Lead role. Include one concrete example of how you improved performance, culture, or accountability within a team
Note: When submitting your application and responses, kindly include your country of residence, LinkedIn Profile, and Resume.
Requirements
• 3 plus years in People Ops, HR, Chief of Staff, or Operations roles.
• Experience training managers and running performance systems.
• Strong background in hiring, onboarding, and team development.
• Highly comfortable with KPIs, scorecards, and performance reviews.
• Skilled in Monday.com, Google Workspace, documentation, and communication tools.
• Available during EST hours (8am to 5pm) with flexibility for time-sensitive issues.
Why Join Us
You will help build the internal engine that powers a luxury company. You will work closely with the CEO, improve team performance, strengthen culture, and create a high-functioning environment where people thrive. This role has significant influence and ownership.
