Design, own and continuously improve pragmatic people processes across the full employee lifecycle, from hiring and onboarding to performance management, development, and retention., Establish clear, pragmatic performance management frameworks that support accountability, growth, and feedback., Drive professional development and upskilling initiatives,with a focus on soft skills, behavioral growth, and leadership capabilities, while partnering with engineering leadership on technical career paths., Ensure people processes scale effectively, while keeping them lightweight and startup-friendly,as the company grows from roughly 40 to 70+ employees., Take hands-on ownership of people-adjacent operational topics as they arise, including employment-related legal, policy, compliance, and coordination with external advisors., Drive execution on cross-cutting people and organizational topics that fall between functions or lack clear ownership, ensuring timely resolution as the company scales., Support CEO effectiveness in people and organizational matters by structuring decisions, translating direction into concrete actions, and ensuring follow-through., Enable the CEO, CTO, and functional leads to stay focused on their core responsibilities by independently progressing people- and organization-related operational topics and escalating only when decisions are required., Act as a people partner to the CTO, the product function,and engineering managers., Conduct targeted one-on-ones with key team members where appropriate, especially during periods of change or growth, while primarily operating as an unbiased third-party coach, Own early-stage recruiting execution until we potentially p lac e an in-hous e recruiter as we further increase our growth., Create and refine job descriptions in collaboration with functional leads., Select, manage, and evaluate external recruiters where needed,and act as a hands-on hiring manager for specific roles when there are capacity constraints., Assess organizational capacity and capability gaps and translate them into concrete hiring and development plans., Support leadership in headcount planning and prioritization., Actively shape and strengthen Apheris’ culture as a remote-first organization., Ensure strong connectivity, trust, and collaboration across distributed teams including supporting team rituals and organizing team get-togethers where helpful., Continuously assess and improve how the organization works,balancing speed, clarity, and sustainability., Serve as a trusted sparring partner to the C-level on people, team health, and organizational topics.
