Job description

Head of People
Bay Area or NYC; Hybrid (partial in-office)

Why We Need You – The Mission

The practice of law is evolving; we are bringing legal technology up to speed. This is an opportunity to join LexCheck, one of the fastest-growing companies in the legal technology sector. We are looking to hire a highly motivated Head of People to help scale our rapidly-growing business.

This position provides an opportunity to make an impact at an early-stage startup. Reporting directly to the CEO, the Head of People will manage the entire talent lifecycle for all of LexCheck’s employees. This will include setting and implementing the strategy for hiring, performance management, learning & development, internal communications, cultural development, basic administration, and tools & systems. Most importantly, you will help build a team responsible for contributing to our aspirational growth goals while identifying and maintaining the values that make
LexCheck a great place to work.

What You’ll Accomplish – Performance Objectives

In your first 60 days, you’ll audit current practices and technical systems, and recommend as well as institute improvement opportunities across the entire People function, including payroll, benefits, recruiting and onboarding. As our first Head of People, you have the unique opportunity to build a dedicated People function from the ground up. While we have built a culture and product we are proud of, we can improve our operational discipline and consistent use of process. We want you to compare our current practices and technology against best practices and what you have seen work in the past, and use that analysis to focus our executive team on the most important implementation for this year and beyond. We’re also growing rapidly in the next year, so learning & improving our hiring process will be key.

In your first 90 days, take command of our hiring practices and talent pipeline. Our current hiring is distributed across the executive team and external recruiters. We need you to manage our third party recruiters while we ramp up our technical talent, quickly download your best practices related to hiring, and translate them to an actionable plan for how we fill the most important seats in our organization with the right people. You’ll also be hiring for key candidates and managing the internal recruiting workflow, so there is opportunity to create a budget roadmap, as well. Doing this will provide much-needed leverage to the rest of our team and will help you quickly make an impact on the health of our business.

Establish a clear performance management process in your first 6 months. Benchmarking our current talent supply vs. our future needs is critical to growing our business in a proactive (vs. reactive) manner. This initial talent assessment will also lay the groundwork for a more intensive rollout of comprehensive performance management practices (e.g., regular reviews and feedback conversations).

Learn the product and market: Our market is unique, and our resoundingly positive customer feedback makes us extremely excited about our product. Knowledge of that market and that product will be key to your ability to translate best practices into what will work for us. To ensure this understanding, we will ask you to spend time with our sales and product teams to develop a working understanding of our customers, product roadmap, and how we stack up vs. the competition.

Analyze and benchmark current incentive structure (compensation, benefits, and total rewards): The right incentive structure will be important for us to attract, retain, and motivate our talent as we grow our business. In your first few months, we’ll expect you to perform a high-level audit of our current comp & benefits package, and flag any areas that we may need to adjust to bring us more in line with other employers of choice.

Who We’re Looking For – The Competencies That Matter

People Ops chops: You spend a lot of time thinking about the best way to run a human capital function. You possess a strong instinct for "what good looks like" and have a strong perspective (built from a mix of experience and theory, especially within growing startups) on "what really works.” You default to implementations that make things stick. You’re equally comfortable building simple solutions to solve problems AND gathering the feedback you need to improve those solutions over time. And you like to do the work.

Scrappy; Gets stuff done: You will be building the People Operations function at LexCheck from scratch with guidance, but with limited resources, especially at the outset. The ability to construct something new (and the ambiguity that comes with that) should excite you, not scare you.

A hunter (and grower) of talent: Since we plan on growing quickly, your colleagues will be anxious for support in building out their teams. It will be your responsibility to support the recruiting of great people, develop them with strong training programs and career opportunities, and motivate them to stay at LexCheck by providing on-going mentoring, development opportunities and a clear career path.

A systems thinker: The Head of People will need to design and set-up repeatable, efficient, and compliant operations and processes. They should think creatively and incorporate talent best practices spanning HR operations, talent management, compensation, benefits, policies and compliance to drive organizational and team effectiveness. They should also define metrics to measure POPs and organizational performance, providing a basis for accountability and the ability to demonstrate their function's value to the organization.

Strong advisory skills – a true diplomat: You must have a credible presence and a compelling, authentic communication style. You need to make people believe that the People Org is there to make the full team and the individuals inside of the team better. You’re not a hall monitor. You must possess the intellectual heft and poise in communication style to be an advisor to the CEO and all senior executives (beyond simply “HR” issues).

Resiliency: This job will be exciting, but will also have its rough spots. Rolling out processes, systems, and programs, while managing multiple stakeholders from across the organization, in a fast-growing company, does not come without its challenges. You will need to be comfortable pushing back on how things may have been done in the past, while also communicating effectively to gain critical buy-in throughout the organization. You will be critical to driving cross functional collaboration within the company, and need to be adept at making your argument while listening to the concerns of others in an empathic, authentic way.

Growth Mindset: You enjoy the process of getting better at what you do, and you seek out the feedback that improves your ability to learn from your experiences. The prospect of becoming a people leader is attractive to you in a growing technology business that is constantly changing, and you’re not afraid to dig in and do the work to get there.

A great teammate - Kind, humble, and fun: Success in this role requires emotional agility. You will need to demonstrate that you can make a difference quickly while embracing new leadership’s performance-driven culture. You will also need to establish credibility with existing employees and managers by demonstrating technical expertise and a willingness to work with others to achieve a goal without taking all the credit. You should take your work seriously, but not yourself. You should be ambitious but grounded. You should get satisfaction out of building something great with people you respect and trust.

A Little More About Us

● Culture. LexCheck prides itself on being a collaborative, inclusive and innovative place to work. Our team members bring a diverse array of knowledge and experiences to their roles.
We strive to have our team members build bonds with one another that last well into the future.

● Development. LexCheck works on solving challenging problems that will encourage you to look for unique solutions and foster your problem-solving skills. LexCheck emphasizes training, mentorship and development with the goal of encouraging all team members to reach their full potential.

● Customers. LexCheck works with industry-leading companies that employ best practices in their legal departments. Our customers include Fortune 500 companies and AMLAW 100 law firms.

● Team. The LexCheck team is filled with friendly and dedicated people that make great partners for taking on difficult problems. LexCheck's founder is a successful serial legal-tech entrepreneur who has created market-leading products that are currently widely used by law firms and corporations.

● Location. We are headquartered in New York City with offices in San Francisco, Los
Angeles, Toronto, Vancouver and Melbourne. LexCheck offers a flexible remote work policy out of each of our offices.

● Benefits. We offer competitive compensation including a base salary and comprehensive benefits package.

Job Type: Full-time

Pay: $132,542.00 - $160,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Schedule:

• Monday to Friday

Supplemental pay types:

• Bonus pay

Work Location: Hybrid remote in San Jose, CA 95138

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