Job details

Head of People (AI | Web3)

About US

Sahara is building a decentralized artificial intelligence (AI) network that will offer fair and universal access to global knowledge capital. Through its suite of trustless, permissionless, and privacy-preserving products, including Sahara Chain, Sahara Data, and Sahara Knowledge Agents (KAs), the network aims to revolutionize human-AI collaboration by empowering individuals with opportunities to leverage, scale, and monetize their knowledge capital. Sahara has secured the backing of prominent Web3 and AI investors, including Polychain Capital, Sequoia Capital, Matrix Partners, Samsung Next, and many more.

Our Vision

Sahara envisions a world where human potential is maximized through the seamless integration of AI and blockchain technologies. We aim to make knowledge a shared and valued resource for everyone, creating a global ecosystem where every individual and business can freely and fairly access, utilize, and benefit from the vast expanse of their knowledge capital while maintaining their privacy and autonomy.

Our Principles

🔐 | Trust & Security: we are utilizing blockchain technology to ensure secure, private data ownership

🧑‍💻 | Innovation: we are developing AI-driven solutions for innovative knowledge utilization and monetization

🌍 | Fairness & Diversity: we are committed to providing fair and universal access to global knowledge for every human

About the Role

We are seeing a Global HR lead (Head of People), who will take charge of steering our organization’s human resource strategy on a global scale. This pivotal role requires a blend of strategic thinking, people management skills, and a comprehensive understanding of HR practices tailored to diverse cultures and regulatory environments worldwide. The ideal candidate will be a visionary leader, adept at crafting and implementing initiatives that attract, retain, and develop top talent across our international operations.

Key Responsibilities:

Strategic HR Planning: Develop and implement HR strategies aligned with our organization’s goals and objectives. This involves forecasting workforce needs, succession planning, and creating strategies for talent acquisition, retention, and development.
Talent Acquisition and Management: Lead recruitment efforts to attract and retain high-quality (TOP NOTCH) talent. This includes designing recruiting processes, sourcing candidates, conducting interviews, and negotiating compensation. Additionally, overseeing onboarding processes to ensure new hires are effectively integrated into our company.
Employee Relations: Foster positive employee relations by addressing workplace issues, grievances, and conflicts in a fair and timely manner. Implement policies and procedures that promote a respectful and inclusive workplace, and provide guidance to managers on HR-related matters.
Performance management: Develop and implement performance management systems to assess and reward employee performance. This involves setting clear performance expectations, conducting regular performance reviews, providing feedback and coaching, and identifying opportunities for employee development and growth.
Learning and Development: Design and implement learning and develop programs to enhance employee skills and capabilities. This includes identifying training needs, developing training materials, coordinating training sessions, and evaluating the effectiveness of training programs.
Compensation and Benefits: Oversee compensation and benefits program to ensure they are market competitive, equitable, and aligned with our organizational objectives. This involves conducting salary surveys, benchmarking compensation levels, and designing and administering benefit packages.
HR Compliance and Risk Management Ensure compliance with applicable laws, regulations, and company policies. This includes staying up-to-date on changes in employment law, conducting audits and assessments to identify compliance risks, and implementing measures to mitigate legal and regulatory risks.
HR Analytics and Reporting: Utilize HR data and analytics to inform decision making and drive continuous improvement. This involves analyzing HR metrics, such as turnover rates, employee engagement scores, and diversity metrics, and using insights to identify trends, make recommendations, and measure the effectiveness of HR programs and initiatives.
Employee Engagement: Develop and implement strategies to enhance employee engagement, satisfaction, and retention. This includes conducting employee surveys, analyzing feedback, and implementing initiatives to improve workplace culture, morale, and overall employee experience.

Minimum Qualifications

A bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
At least 5 years of progressive experience in HR management with a minimum of 3+ years in a leadership role overseeing HR functions globally.
Prior experience in working in the technology industry, particularly AI or Web3 sectors is highly desirable.
Proven track record of successfully managing complex HR initiatives such as talent acquisition, performance management, employee relations, and organizational development, across diverse geographies.
Understanding of cultural sensitivity and awareness of diversity, equity, and inclusion (DEI) principles, with a commitment to fostering an inclusive workplace culture.
Professional certifications such as Senior Professional in Human Resources (SPHR), Global Professional in Human Resources (GPHR), or other relevant HR certifications are highly valued.