Head of People

ABOUT POSH

We are all social creatures, but the dominant “social” companies today have evolved into digital loneliness machines, driving isolation, anxiety, and mental health challenges around the world.

Human connection is lost. Posh is a beacon guiding us back.

Posh enables anyone to build an IRL community based on shared interests, while connecting consumers with the communities of people just like them. Founded by event organizers who were frustrated with the growing loneliness epidemic and the tools available to build their own event brand, we’ve built the ultimate platform for launching, monetizing, and finding IRL communities of people just like you. In just 6 years, Posh has grown to a team of 70, expanded to 10M+ users, secured $70m in venture funding, and facilitated over $400M in transactions.

ABOUT THE ROLE

As our Head of People, you will own the entire people function — People Operations, Culture, and Talent — and with it the full arc of every teammate's experience: how they're found, how they're hired, how they ramp, how they grow, and the environment they do the best work of their careers in. You will shape a culture that pairs an extremely high performance bar with the trust, values, and stability that empowers great people to do exactly that.

This is a true player-coach role reporting directly to the CEO, leading a team of 2: our Director of Talent (who runs recruiting, with a Talent Lead reporting to him) and our Culture Lead. You will set the strategy that ties People, Culture, and Talent together into one system — a single talent bar from first outreach through every promotion and exit decision — while personally owning the operational machinery underneath it: performance management, employee relations, compensation and benefits, payroll, compliance, and the policies and agreements that keep a fast-scaling NY-headquartered company running cleanly.

You're joining at a pivotal moment. We're eager to build a world class team and the leaders we hire now will set the foundation for the organization we become. For the right person, this role has a clear path to VP of People as the company grows.

This role is strictly in-person 5 days a week at our SoHo, NYC headquarters. Relocation bonuses are available for out-of-state candidates.

WHAT YOU'LL LEARN & ACHIEVE

CULTURE & ORGANIZATION

- Own company culture as a system, not a slogan: design and run the rituals, programs, recognition, and internal communications that make Posh's Core Values come to life in the day-to-day.

- Build a culture of excitement alongside a high performance bar — where feedback is direct and constructive, people feel safe to surface problems early, and hard decisions are communicated with clarity and humanity.

- Own team sentiment end-to-end: engagement surveys, leadership reviews, and pulse checks — and turn what you hear into visible action the team can feel.

- Design and implement a best-in-class performance management system, including clear expectations from day one, career ladders, structured review cycles, and a fair, consistent performance improvement process.

- Coach managers and senior leaders on feedback delivery, communication, and team health; act as a trusted, confidential advisor to employees at every level.

- Own onboarding and offboarding as cultural moments — ensuring new hires ramp with clarity and departures are handled with dignity, consistency, and clear communication to the team.

- Guide our Culture Lead (your direct report) on the team-building programming, off-sites, and internal events that make an in-person company worth showing up for.

TALENT

- Own the talent strategy end-to-end with our Director of Talent (your direct report): a single, documented system covering the talent bar and how we protect it, role ownership between hiring managers and Talent, how we source world-class folks, optimized interview loops, and candidate scoring — so every hire raises the bar.

- Ensure culture is embedded in every hiring decision: a dedicated culture interview in every loop, scorecards tied to our Culture Rubric, and every interviewer empowered to block a hire on culture.

- Collaborate with leadership on headcount planning and org design that maximizes talent density in line with company goals — including the prioritized role sequencing and recruiting capacity to absorb our next stage of growth.

- Iterate on compensation strategy: leveling, benchmarking against top-of-market data, equity education, and benefits packages that stay competitive with the best companies in tech.

- Build the employer brand that makes A+ people seek us out — and the candidate experience that closes them.

PEOPLE OPERATIONS & COMPLIANCE

- Own day-to-day people operations yourself: payroll, benefits administration, HRIS, PTO, leaves of absence, and workers' compensation. Given we are only 70 people, this should not take too much of your time, but we will hire an HRBP as soon as the needs