Head of People

About Bizee

Bizee has helped nearly two million entrepreneurs start and run their businesses. Now we are building what comes next: an AI-powered Entrepreneur Operating System that helps founders launch, operate, stay compliant, and grow with less friction and more confidence.

We are profitable, founder-led, and operating at a clear inflection point. The next chapter requires a stronger operating system for how we hire, lead, communicate, develop talent, and scale execution across the company.

The Opportunity

We are looking for a Head of People & Organizational Effectiveness to serve as a strategic partner to the President and executive team.

This is not a maintenance HR role. It is a builder-operator role for someone who can create clarity, raise the talent bar, strengthen the leadership layer, and build the people systems that help Bizee scale without unnecessary complexity or organizational drag.

As Bizee grows and transforms, one of the most important responsibilities of this role will be building and protecting a high talent bar. We are not simply adding headcount; we are intentionally increasing talent density across the company. This leader will help ensure we hire high-caliber builders, operators, and leaders who raise the standard, strengthen execution, and fit the culture we are building.

You will help design how Bizee hires, onboards, develops, manages, communicates, and performs as we move into our next stage of growth.

What You Will Own

• Partner with the President and executive team on org design, leadership effectiveness, talent quality, succession, performance, and cross-functional friction
• Design and protect Bizee's talent bar. Build the hiring standards, role scorecards, interview calibration, decision rules, and leadership alignment required to consistently identify high-caliber talent as the company scales. Ensure we do not compromise on quality-of-hire in the name of speed
• Design a scalable hiring system, including workforce planning, role definition, scorecards, interview loops, calibration, decision frameworks, and candidate experience
• Build Bizee's People Operating System, including the rhythms, mechanisms, and rituals that drive alignment, accountability, and performance
• Strengthen the manager layer through practical enablement, feedback systems, performance routines, and leadership expectations
• Design and own Bizee's performance cycle: goal setting, ratings, calibration, and linkage to comp and promotion decisions
• Advise on role clarity, leveling, compensation philosophy, incentive design, spans, layers, and capability planning
• Build onboarding, engagement, and internal communication mechanisms that help employees ramp faster and stay connected to the mission
• Lead change management as Bizee modernizes its platform, operating model, AI-enabled workflows, and distributed teams
• Plan and execute the eventual transition away from full co-employment (PEO) arrangements in multiple countries globally, including building the internal HRIS, payroll, benefits and compliance infrastructure needed to stand up direct employment, sequencing the migration to minimize risk and disruption, and managing the associated legal, tax, and employee communication considerations.
• Own multi-state wage and hour compliance and workforce administration for a distributed employee population spanning nearly all 50 U.S. states, encompassing both exempt and non-exempt staff
• Lead and integrate teams across multiple countries internationally, ensuring a single coherent Bizee culture and set of operating standards translate effectively across geographies, management structures, and local labor norms
  
  

Requirements

What You Will Bring

• 10+ years of progressive experience in People, Talent, HRBP, Organizational Effectiveness, or People Operations leadership
• Experience building People systems from the ground up, ideally in a high-growth, profitable, founder-led, PE-backed, SaaS, platform, marketplace, or tech-enabled services environment
• Strong executive judgment and the ability to operate as a true strategic partner to a President and executive team
• Proven experience with hiring systems, talent calibration, performance management, manager enablement, org design, leveling, compensation frameworks, and People Ops infrastructure
• A strong point of view on talent density, quality-of-hire, leadership standards, and what it takes to build a high-performance company
• Strong operator instincts: structured, practical, clear, and biased toward action
• High EQ and high backbone: able to coach leaders, challenge assumptions, handle sensitive issues, and create clarity without adding drama or bureaucracy