Logo for Moxie
Head of People
Moxie
Posted on 4/12/2024
Description

Our next Head of People

We’re looking for a business and people focused leader: you take us to our mission and growth goals through the organization we are, and feel just as responsible as the customer success team for meeting our SLAs. As a direct report to our CEO Jay/member of Leadership, this role is responsible for setting direction, ensuring we have the right team in place, and supporting our team's ability to achieve their goals. 

Moxie is special to us. It was born out of Boulton & Watt where we bring great ideas to life, hire phenomenal leaders (like you), and then get out of the way.

In less than 2 years, we have grown from an idea to a team of 50, with a business that is in the top-decile in terms of growth, and a team that is about as engaged as we could have hoped (we scored an average of 4.4 out of 5 on the last quarterly survey with the far lowest score being 3.5). Our remote-first team overall has been self-described as high-trust, low ego, high output.

What’s the job, really?

We'll hire to about 65 by EOY, mostly on teams that scale with customers (Sales, Service). You'll spend a ~40% of your time recruiting both hands-on and supporting leaders running process.

We’ve invested in building a healthy organization and have accumulated relatively little organizational debt:

  • An intentionally flat and flexible level/title structure.

  • From the start, a disciplined approach to setting comp in hiring, promos, and perf.

  • Foundational perf process in place.

We're far from perfect. Still, we think this is a really nice and unusual opportunity to spend less time cleaning up, and most of your time building something truly awesome in this next chapter, including:

  • Reinforce the healthy core while the team grows towards a next-stage/size and could quickly become less aligned. 

  • One of our most precious features is how far we are towards Radical Candor. Find ways to reinforce and build this out more.

  • Shape the organization with your view of what high-performance, best-in-class looks like.

Altogether this means that we’re prioritizing great problem-solvers who can think about business and organization in their interplay, get stuff done (there’s no team today), and can deliver strongly across the people spectrum.

What a successful first year will roughly look like

Obviously, you’ll have to craft and shape the strategy and plan yourself. This selection is based on our current view and plan.

3 months

  • Arrived, learned the company, business, met all employees, and completed a handover with Jan so you can fully run things. For example: prepped the org for mid-year perf calibration and conversations, ran the Q2 team survey, etc.

  • Helped land the CEO transition that we’ve set in motion

  • Put missing foundational components in place: improved onboarding, employee handbook, key SOPs and policies.

  • You’ve helped hire 5-10 new employees.

6 months

  • Built an even stronger hiring routine: strong hires, a trained team beyond leadership that knows how to hire, a decent employer brand, reinforced equity/inclusion/diversity.

  • Drove a continued push around productivity that stretches from practicing/celebrating Radical Candor to automating with the right tools.

  • Drove Learning & Development on people management, hiring, and other high-impact behaviors.

12 month

  • Implemented career paths, comp bands (incl. for Sales) & progression mgmt on the larger teams, and prepared a succession playbook for key roles.

  • Developed an employee cost-model that helps us invest well

  • Routinized standard processes so we perform 100% and reduce time cost/impact (on/offboarding, equity grants, etc.). 

We’re looking for:

  • 8yrs+ experience on/very close to People/HR functions that built a team, i.e.

    • You have seen a company/team being built, not just managed/supported/administered

    • You’ve been in the early stages of company growth

    • You’re opinionated about what makes a great team

    • You’ve led others yourself

    • Adjacent experience e.g. in Talent/Recruiting/Chief of Staff/GM/Founder is fine if you spike on rapid learning and strong problem-solving

  • You can recruit very well, end-to-end, and hands-on.

  • Business and people sense give you the ability to drive both a healthy culture and high-performance in a team

    • You combine empathy, business sense, and ambition.

  • High ownership, urgency, and drive.

    • You can conceptualize and then see-through an initiative

  • You’re exceptionally effective working with others.

    • You build rapport and trust quickly, and influence effectively.

    • You have strong people judgment and know what it will take.

Why join us?

  • Above all, we’re in this to empower small business owners to own and grow their businesses. If you succeed, Med Spas will remain the opportunity for independent owner-operators instead of being dominated by a small number of large chains. If that speaks to you, speak to us.

  • We have much left to build. Given the market feedback we’re getting and our team’s company-building experience, we think we are writing the first chapters of a real success story.

  • Experience taking over as the people leader building on a healthy foundation. A role like this molds to its owner, but inevitably stretches and grows you as well.

  • Competitive salary and stock, and generous health/dental/vision coverage

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