Head of People Operations (Volunteer)

NOTE: Do not message team members of Vexnovate on any platform. Solicitation is not allowed. Apply directly, all applications are treated fairly.

Location: Fully remote, worldwide

Time commitment: Part-time, minimum 10 hours per week

Minimum duration: 6 months (open to discussion and compromise)

Reports to: Chief Operating Officer (COO) & Chief Executive Officer (CEO)

Vexnovate is an early-stage startup. Many of our departments and operations are just getting started, which means there is real room to build, shape and lead from day one.

About the Role

As Head of People Operations, you will be second in command to the COO and one of the founding leaders of our People function. Our HR department is brand new and currently has one team member. You will build it out: setting up the processes, recruiting and settling in at least two additional HR team members, and then leading the department as it grows.

People Operations at Vexnovate goes beyond traditional HR. It covers recruitment, onboarding, employee lifecycle, systems, policies, compliance, performance, and cultural development in an early-stage environment. You will work hand in hand with the COO, CEO, Executive Assistant and other C-suite members, and you will take initiative rather than wait for direction from the founders or executives.

Key Responsibilities

Build and lead the People function

• Lead the HR department, and recruit, onboard and settle in at least two additional team members, then manage, coach and develop the team.

• Define the People Operations roadmap and priorities proactively, in partnership with the COO and the wider executive team.

• Act as the COO's key partner on people operations, supporting wherever needed across the organisation.

Recruitment and talent acquisition

• Design and run recruitment pipelines, from role scoping and job descriptions to sourcing, interviewing, offers and onboarding.

• Define Vexnovate's Employer Value Proposition and manage external recruiters or an internal talent acquisition function as the team grows.

• Partner with the executive and finance teams on headcount planning, hiring budgets and forecasting.

HR operations, systems and compliance

• Implement and optimise scalable HRMS/HRIS tools, internal databases and automated workflows.

• Draft, review and roll out company policies, employee handbooks and employment or contractor agreements.

• Ensure compliance with applicable local and international labour regulations (e.g., GDPR or country-specific labour acts), including correct contractor vs. employee classification for a distributed team.

• Oversee onboarding and offboarding, employee records and day-to-day HR administration.

Compensation, benefits and performance

• Design equitable salary benchmarks, compensation bands and benefits suited to an early-stage budget.

• Build lightweight performance review cycles and goal-tracking systems (e.g., OKRs) that grow with the company.

• Assess training needs and coordinate professional development and manager-coaching initiatives.

Culture, engagement and employee relations

• Shape Vexnovate's culture in its early stages by turning core values into daily habits, onboarding experiences and retention programmes.

• Design and oversee employee engagement projects and diversity, equity and inclusion (DE&I) practices.

• Serve as a neutral, trusted advocate for employee concerns, mediating conflicts and managing employee relations cases with discretion.

People analytics and reporting

• Track, analyse and present key people metrics (e.g., retention, cost-per-hire, eNPS, diversity data) to the executive team.

• Manage and allocate the People department budget in partnership with the COO and finance.

Who We're Looking For

We are seeking a proactive, empathetic and hands-on Head of People Operations who is comfortable building from scratch and moving between high-level strategy and day-to-day execution.

Required

• Experience: 5+ years of progressive HR or People Operations experience, including experience leading or managing a team.

• Builder mindset: Proven ability to build HR processes and infrastructure from zero, including HRIS platforms, handbooks, onboarding and benefits.

• Recruitment: Hands-on experience designing recruitment pipelines and recruiting for multiple roles, including managing external recruiters.

• People programmes: Experience with compensation structures, lightweight performance frameworks, career progression and employee engagement.

• Compliance: Solid working knowledge of labour laws, contractor vs. employee classification and compliance for remote or distributed teams.

• Culture: Skill in translating company values into onboarding, retention and everyday team habits.

• Self-starter: Ability to take initiative, set your own priorities and work without waiting for direction, while collaborating closely with the CEO, COO, Executive Assistant and C-suite.

• Communication: Strong written and asynchronous communication, with a habit of documenting processes clearly.

• Trust and integrity: Absolute discretion and sound judgement with sensitive employee data and leadership-level information.

• Remote readiness: Comfortable working remotely across time zones and cultures, and committed to at least 10 hours per week.

A plus

• Experience working in an early-stage startup or a high-growth, remote-first company.

• Familiarity with modern HRIS/ATS tools.

What You'll Gain

• Possibility of retention (equity-based until funded).

• A LinkedIn recommendation and endorsement.

• A letter of recommendation.

• A feature on the Vexnovate website.

• The chance to build a People function from the ground up and lead it as it grows.

• A remote, flexible working arrangement open to candidates worldwide.

• Opportunities to work with people from different countries and industries.

• Direct, day-to-day exposure to the CEO, COO and other C-suite leaders.

Hiring Process

1. Initial AI Interview (20 mins): After applying, if your profile is a good fit you will be invited to an online conversation with AI. Usually invites are sent with 3 days. Please be yourself, no AI tools allowed, as our team personally reviews every answer.

2. Live Interview: A 1-on-1 discussion with our CTO (Anita) and CEO (Aswathy) to explore fit and mutual goals.

3. Onboarding: If it’s a mutual match, you’ll receive an official welcome email!