Head of People - US

The Head of People at HoneyBook plays a pivotal role in shaping the company culture and aligning people strategies with business goals. This position entails overseeing talent acquisition, management, and retention, while also ensuring that the core values of the company are preserved during scale and growth.

Candidates for the Head of People position at HoneyBook should have at least 12 years of relevant experience, including over 3 years of support for senior leadership. A proven record in various people disciplines, from HR business partner roles to talent development, is essential to succeed in this dynamic environment.

In the Head of People role at HoneyBook, you'll work closely with the SVP of People and Operations to launch and promote culture initiatives that enhance employee engagement and maintain a welcoming environment as the company scales. Your goal will be to ensure that all employees feel included and invested in their work.

The primary responsibilities include partnering with executives to drive company culture, leading talent acquisition and retention efforts, innovating strategies for the US people team, and developing key HR metrics to inform organizational decisions, all while ensuring a strong alignment with HoneyBook’s business objectives.

A Head of People at HoneyBook can expect a collaborative and fast-paced work environment that values creativity and innovation. With a strong emphasis on personal development and ownership, the role offers opportunities for meaningful contribution and the flexibility of a hybrid work model.

To maintain our culture while scaling, I would focus on transparent communication, regularly gather employee feedback, and ensure alignment of new initiatives with our core values. Promoting inclusivity and engaging employees in cultural discussions can help preserve the essence of HoneyBook throughout our growth.

In prioritizing talent acquisition and retention, I emphasize the importance of aligning recruitment strategies with the company's vision and core values. By creating an engaging and supportive onboarding process, consistent follow-up on employee satisfaction, and targeted career development programs, we can ensure that employees feel valued and invested.

My experience with change management includes leading teams through organizational restructuring by establishing clear communication channels and recognizing employee concerns. By promoting a culture of resilience and adaptable practices, I’ve been able to guide organizations through transitions effectively.

Building a diverse and inclusive workforce can be achieved through intentional outreach and partnerships with organizations focused on underrepresented groups. Implementing unbiased hiring practices and creating an inclusive workplace culture where everyone feels valued will further enhance our ability to attract diverse talent.

I measure HR effectiveness through a combination of key performance indicators such as employee retention rates, employee satisfaction scores, and the success of talent acquisition efforts. Utilizing employee feedback and HR analytics will inform the development of various strategies and initiatives to enhance the workforce.

To align the people strategy with business objectives, I would ensure that HR initiatives serve the larger goals of the organization. This involves engaging in regular strategic planning sessions with leadership to align on priorities and crafting HR programs that drive productivity while fostering a positive employee experience.

I have extensive experience collaborating with senior leadership teams to create scalable HR strategies. By providing insights into workforce dynamics and helping to translate employee perspectives into actionable plans, I’ve supported leadership in making informed decisions concerning company growth and culture.

A transformational leadership style often works best for a Head of People, as it emphasizes inspiring and motivating team members. By fostering open communication, encouraging diverse ideas, and supporting professional development, I can create an environment that aligns with HoneyBook's mission and values.

I approach feedback and performance evaluations as continuous processes rather than isolated events. Providing regular, constructive feedback helps employees grow and adapt. Pairing feedback with opportunities for skill development ensures that team members feel supported in their career paths.

I want to work at HoneyBook because of its mission-driven approach and commitment to employee empowerment. The opportunity to help shape an engaging and supportive workplace culture where people can thrive resonates deeply with my passion for creating environments where individuals can excel and contribute meaningfully.