You own the culture and people reset at OneMetric — turning a 130-person bootstrapped scale-up into a place where the best people look up, see a future, and decide to stay and build it.
Why This Role Exists
We have scaled rapidly over the last few years and are now at a stage where investing in people, managers, and culture is critical for our next phase of growth. This role is not about inheriting a mature People function, it is about building one. You will have the opportunity to work directly with founders and business leaders to create the people foundations that help employees grow, managers lead effectively, and teams perform at their best.
What You Will Do Day-to-Day
Be the person who knows the pulse of the company better than anyone else — what is working, what is quietly breaking, who is thriving, who is drifting.
Build the infrastructure we do not have yet: career paths, skill rubrics, feedback rhythms, onboarding, and manager coaching. Partner with team leads to turn average managers into good ones and good ones into great ones. Run regular, honest measurement of how our people are doing — eNPS, pulse surveys, attrition analysis — and turn the data into decisions. Partner with managers on the people who are struggling through structured coaching, and manage exits with clarity and dignity when required. Sit in on hiring for every senior role to prevent cultural debt. Be the trusted ear for anyone in the company and build that trust deliberately. Work side-by-side with the current HR team member and eventually lead the department. Give direct and honest feedback to the co-founders.
What Success Looks Like Non-Negotiable KPIs (12 months): Regrettable attrition cut in half measured against the baseline established in the first 90 days. eNPS moves to +20 or better with a proper baseline set by Month 3. Every manager goes through a structured coaching program and maintains an active rhythm of 1 on 1s, feedback, and goal-setting verified by team surveys. Stretch KPIs (12 months): Establish OneMetric as a destination employer in the ecosystem measured by inbound applications and referral hiring rate. Measurable performance improvement from at least 70% of struggling employees through coaching rather than replacement.
