Head of People
leandata
3 months ago
Full-time
On-site
Santa Clara
Leadership
Moneyboard classification: Published OTE reaches threshold
Reported USD annual ote: $250,000–$350,000
Original source: Ashby
We are now at a pivotal transition with Katy Keim as our new CEO of LeanData. Katy is a seasoned C-Level, people-centric and strong strategic leader who is looking for a Head of People to help us take the company to the next level. This People leader would partner with Katy and the E-Team to build a strong focus on talent and culture in order to help the business accelerate growth, expand into the enterprise, and reinvent the business with AI.
As a key part of leading the Talent strategy for LeanData, this role will partner closely with Katy to round out the seasoned executive team. This individual will partner closely with the entire executive team to ensure the team continues to operate as a highly effective “One Team”.
MISSION FOR THE ROLE
Build and lead a high-performing, values-driven People function that scales with the company’s growth, fosters a healthy, inclusive culture, and empowers employees to do their best work and have fun while doing so.
WHO WE ARE SEARCHING FOR
A business and strategically minded People leader with experience building and leading a People function in a growing technology company. Comfortable partnering with the CEO and executive team while personally owning day-to-day execution alongside a small People team. Exudes confidence, strong communication, and conviction about the importance of people and culture to positively impact the bottom line for the business. Strong capacity to support change management in the areas of LeanData’s transition such as:
● AI reckoning
● Commercial to Enterprise go to market motion
● Engineering-led to Customer-led innovation
● Directed execution to empowered decision-making
This person must have a passion for creating a culture of empowerment and drive. One who can partner with the CEO and the leadership team as “One Team” to build the company of the future. This Head of People has a strong understanding and belief supporting the CEO’s team orientation and philosophy around building a team that is similar to that of a champion-level sports organization. Our corporate athletes are driven by shared goals, competitive edge, celebrating wins and learning from losses.
We are looking for a People leader who is:
● A progressive thinker not constrained by the bounds of traditional HR systems, processes, tools, approaches and who understands various generations of the workforce. Has hands-on experience using AI to improve how People work gets done, with concrete examples of workflows built, systems or data connected, and measurable improvements in speed, quality, or team capacity. Can move from identifying an opportunity to implementing a practical solution with a small and mighty People team.
● A business-oriented leader accountable for establishing the People Vision and Talent Strategy for the company, and able to translate that strategy into aligned action across all the business functions. Can support and evolve for company growth for scale from $50M to $100M.
● A culture champion, indexing high on empathy and compassion, who can build upon, protect, and grow LeanData’s unique hybrid culture and bring the voice of the employees to strategic decision-making discussions.
OUTCOMES (WHAT SUCCESS LOOKS LIKE IN 12–18 MONTHS)
1. Strategic People Roadmap
○ Develop and execute a people strategy aligned with LeanData’s business goals.
○ Build a 12–18 month roadmap covering talent acquisition, employee experience, performance, change management, and organizational design.
○ Set the right tone and tenor for diversity and inclusion which maps to LeanData’s values and strengthens the culture through various perspectives, supporting and amplifying employee-led initiatives.
2. Leadership Development & Culture
○ Launch and embed a first ever leadership development program for first-line and mid-level managers.
○ Establish and reinforce a culture of feedback, accountability, and trust across all teams through a scalable programmatic approach beyond the existing performance management program.
○ Streamline and clarify decision-making frameworks agreed upon by E-Team to accelerate execution.
○ Inspire a learning culture to leverage AI to maximize employee potential.
○ Maintain and further cultivate a culture of belonging currently measured by the eNPS question, “I feel comfortable sharing opinions at work” (76% favorable, 19% neutral and 5% disagree).
3. Hiring and Onboarding
○ Equip all managers with a consistent framework and philosophy to elevate their perspective on top talent in order to build a championship-caliber team.
○ Improve quality-of-hire metrics across key roles.
○ Design a high-impact onboarding experience with a 90%+ employee satisfaction rating.
4. Performance & Compensation Systems
○ Lead the design, align with E-Team, and implement a transparent, competitive market and internally aligned compensation philosophy.
○ Continue to enhance our recently launched performance management framework that supports accountability, consistency, as well as rewards, at all levels throughout the company.
○ Review our recent efforts on job leveling for the company to evaluate pay equity.
○ Listen, gather, and align with E-Team, then implement a fair, consistent and transparent promotion philosophy within LeanData that is in line with market practice.
5. Employee Engagement & Retention
○ Achieve an employee engagement score of 80%+ favorability and track eNPS separately against the baseline of +55. Focus retention efforts on high performers (rated 4 and 5) to reduce voluntary attrition.
○ Introduce action-oriented goals to support the eNPS biannual surveys and track follow-through on results.
○ Effectively foster connection and engagement among our smaller fully remote population, including a team in UKI, ensuring they feel deeply integrated into LeanData’s culture and empowered to do their best work.
COMPETENCIES
● Strategic Thinking
Sees the big picture and anticipates future trends, including how AI an
Reported USD annual ote: $250,000–$350,000
Original source: Ashby
We are now at a pivotal transition with Katy Keim as our new CEO of LeanData. Katy is a seasoned C-Level, people-centric and strong strategic leader who is looking for a Head of People to help us take the company to the next level. This People leader would partner with Katy and the E-Team to build a strong focus on talent and culture in order to help the business accelerate growth, expand into the enterprise, and reinvent the business with AI.
As a key part of leading the Talent strategy for LeanData, this role will partner closely with Katy to round out the seasoned executive team. This individual will partner closely with the entire executive team to ensure the team continues to operate as a highly effective “One Team”.
MISSION FOR THE ROLE
Build and lead a high-performing, values-driven People function that scales with the company’s growth, fosters a healthy, inclusive culture, and empowers employees to do their best work and have fun while doing so.
WHO WE ARE SEARCHING FOR
A business and strategically minded People leader with experience building and leading a People function in a growing technology company. Comfortable partnering with the CEO and executive team while personally owning day-to-day execution alongside a small People team. Exudes confidence, strong communication, and conviction about the importance of people and culture to positively impact the bottom line for the business. Strong capacity to support change management in the areas of LeanData’s transition such as:
● AI reckoning
● Commercial to Enterprise go to market motion
● Engineering-led to Customer-led innovation
● Directed execution to empowered decision-making
This person must have a passion for creating a culture of empowerment and drive. One who can partner with the CEO and the leadership team as “One Team” to build the company of the future. This Head of People has a strong understanding and belief supporting the CEO’s team orientation and philosophy around building a team that is similar to that of a champion-level sports organization. Our corporate athletes are driven by shared goals, competitive edge, celebrating wins and learning from losses.
We are looking for a People leader who is:
● A progressive thinker not constrained by the bounds of traditional HR systems, processes, tools, approaches and who understands various generations of the workforce. Has hands-on experience using AI to improve how People work gets done, with concrete examples of workflows built, systems or data connected, and measurable improvements in speed, quality, or team capacity. Can move from identifying an opportunity to implementing a practical solution with a small and mighty People team.
● A business-oriented leader accountable for establishing the People Vision and Talent Strategy for the company, and able to translate that strategy into aligned action across all the business functions. Can support and evolve for company growth for scale from $50M to $100M.
● A culture champion, indexing high on empathy and compassion, who can build upon, protect, and grow LeanData’s unique hybrid culture and bring the voice of the employees to strategic decision-making discussions.
OUTCOMES (WHAT SUCCESS LOOKS LIKE IN 12–18 MONTHS)
1. Strategic People Roadmap
○ Develop and execute a people strategy aligned with LeanData’s business goals.
○ Build a 12–18 month roadmap covering talent acquisition, employee experience, performance, change management, and organizational design.
○ Set the right tone and tenor for diversity and inclusion which maps to LeanData’s values and strengthens the culture through various perspectives, supporting and amplifying employee-led initiatives.
2. Leadership Development & Culture
○ Launch and embed a first ever leadership development program for first-line and mid-level managers.
○ Establish and reinforce a culture of feedback, accountability, and trust across all teams through a scalable programmatic approach beyond the existing performance management program.
○ Streamline and clarify decision-making frameworks agreed upon by E-Team to accelerate execution.
○ Inspire a learning culture to leverage AI to maximize employee potential.
○ Maintain and further cultivate a culture of belonging currently measured by the eNPS question, “I feel comfortable sharing opinions at work” (76% favorable, 19% neutral and 5% disagree).
3. Hiring and Onboarding
○ Equip all managers with a consistent framework and philosophy to elevate their perspective on top talent in order to build a championship-caliber team.
○ Improve quality-of-hire metrics across key roles.
○ Design a high-impact onboarding experience with a 90%+ employee satisfaction rating.
4. Performance & Compensation Systems
○ Lead the design, align with E-Team, and implement a transparent, competitive market and internally aligned compensation philosophy.
○ Continue to enhance our recently launched performance management framework that supports accountability, consistency, as well as rewards, at all levels throughout the company.
○ Review our recent efforts on job leveling for the company to evaluate pay equity.
○ Listen, gather, and align with E-Team, then implement a fair, consistent and transparent promotion philosophy within LeanData that is in line with market practice.
5. Employee Engagement & Retention
○ Achieve an employee engagement score of 80%+ favorability and track eNPS separately against the baseline of +55. Focus retention efforts on high performers (rated 4 and 5) to reduce voluntary attrition.
○ Introduce action-oriented goals to support the eNPS biannual surveys and track follow-through on results.
○ Effectively foster connection and engagement among our smaller fully remote population, including a team in UKI, ensuring they feel deeply integrated into LeanData’s culture and empowered to do their best work.
COMPETENCIES
● Strategic Thinking
Sees the big picture and anticipates future trends, including how AI an