Our Mission Statement 

• Talent Acquisition: lead efforts to develop a recruiting program that attracts top talent, collaborating with hiring managers to define job scopes, develop sourcing strategies, and ensure a diverse and inclusive hiring approach
   
   
• Policy Development: creates scalable policies and procedures, guided by our core values, to meet the organizations needs
   
   
• Compensation: design and implement competitive and equitable compensation and programs across multiple regions to attract and retain top talent
   
   
• Benefits: maintain a competitive employes benefits program, including active communication and education to employees; and facilitates operational aspects such as coordinating leave of absences 
   
   
• Performance Management: implement and enhance performance management systems, including aligned goal setting, performance reviews, bonus and promotion process, and career development plans, fostering a high-performance culture
   
   
• HR Operations: facilitate operational HR aspects such as employee records maintenance, employee org chart maintenance, directing employees to self-service resources, and overseeing compliance with labor laws spanning multiple regions
   
   
• Employee Engagement: drives ongoing feedback loops with employees and managers and provides recommendations to leadership on engagement, retention, and development strategies
    
• HR Analytics: collects, measures and communicates data-driven insights to key leader on employee engagement, retention, recruitment strategies, etc. 
   
   
• Leadership Development: educates leaders on key resources related to developing and engaging their teams; recruiting, interviewing, and onboarding new employees; and their role in key people processes such as goal setting, performance reviews, merit planning, etc.
   
   
• Employee Relations: supports management by providing advice on employee relations matters and establishes best practices to mitigate risk
   
   
• Training & Development: collaborate with key leadership and people managers to support the development of our workforce.

• Travel, up to 30%, based on business needs, to support engagement and roundtables for all business units in the local markets with occasional travel outside of market.

• Minimum of 10+ years of HR-related experience, with at least 3 years in a senior leadership position managing HR in a hyper-growth, innovation-focused company
   
   
• Experience working at technology start-ups; working knowledge of scaling hospitality + technology organizations from start-up to mid-size preferred
   
   
• Experience managing a dispersed workforce preferred 
   
   
• Expertise in organizational design, performance management, leadership development, and succession planning
   
   
• Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives
   
   
• Proven track record of success in building and developing strong, cross-functional, and high-impact teams
   
   
• Tremendous emotional intelligence--your empathy and great judgment make you a trusted partner to Kaptyn’s leaders and colleagues
   
   
• You are an exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough yet supportive feedback when needed to leaders at all levels
   
   
• Ability to carry out change management and alignment with Kaptyn’s Mission, Vision, and Values
   
   
• Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics.
   
   
• Thorough knowledge of federal and state employment laws and current HR business trends and best practices; active membership in professional affiliations; experience with California labor practices preferred   
   
   
• Strong understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements