Head Of Human Resources

Working at memoryBlue will accelerate your professional growth and place you on the path to success early in your sales career. Whether you’re aiming to jump-start a high-tech sales career in Silicon Valley or help us haul in the next crop of talented sales development professionals in our DC Metro Headquarters, we have immediate job openings in all of our offices from coast-to-coast.

LEADERSHIP OPPORTUNITY 

Head of Human Resources - US

 About memoryBlue 

memoryBlue is a leading provider of sales development services to B2B technology companies. Our teams help clients build pipeline, enter new markets and accelerate growth through professionally managed sales development programs. We operate in a fast-moving, client-facing environment where strong people leadership is central to business performance and the employee experience. 

The Opportunity 

memoryBlue is seeking a senior, commercially minded Head of People to lead the US People function. This role will shape the people strategy for approximately 500 employees, strengthen organizational effectiveness and ensure the business can operate with consistency, accountability and sound risk management across a complex multi-state footprint. 

This is a genuine leadership role for someone who can move confidently between strategy and execution. The successful candidate will advise the COO and US leadership team, lead and develop the People team, navigate complex employee matters and build practical operating discipline across the employee lifecycle.  

Key Impact Areas 

• People strategy and executive partnership: Translate business priorities into a clear US People strategy covering workforce planning, organizational design, retention and employee experience. Use sound judgment, workforce data and executive reporting to help leaders make timely decisions about structure, capacity, headcount, talent and people, organizational and employment risk. 

• Talent, culture and organizational effectiveness: Lead talent reviews, succession planning and performance cycles; identify critical roles, capability gaps and workforce risks; and translate them into development, retention or hiring plans. Guide the people strategy for organizational change, restructures and other significant transitions while reinforcing a high-performance culture and maintaining employee trust. 

• Leadership, performance and employee relations: Act as a credible advisor on performance management, disciplinary action, investigations, terminations, accommodations and leaves. Raise the quality and consistency of manager decision-making while ensuring complex and sensitive matters are handled fairly, promptly and with appropriate documentation. 

• Compliance, risk and employment matters: Own the practical application of multi-state employment requirements, including wage-and-hour rules, labor laws and timekeeping compliance. Own the US handbook and employment-policy framework, and oversee employment-related legal matters, unemployment and workers' compensation claims, audits, workplace incidents and counsel coordination with defensible documentation. 

• People operations and accountability: Create reliable, scalable processes across the employee lifecycle. Establish clear timekeeping policies, controls and manager accountability; ensure payroll inputs and employee changes are accurate and timely for Finance to process; and maintain disciplined administration of offer letters, compensation changes and commissions. 

• Rewards, benefits and employee programs: Lead benefits strategy, broker relationships, renewals and open enrollment. Oversee employee programs and engagement surveys, turning feedback into focused action. Partner with Finance on compensation structures, job architecture, market alignment, pay equity, transparency, commissions and benefits decisions that are competitive, compliant and operationally sound. 

• Systems, data and scalable ways of working: Own the effectiveness and data integrity of HiBob, ADP and related People workflows. Improve reporting, automation and controls so leaders have actionable insight on headcount, turnover, engagement, employee relations, compensation, attendance and workforce risk. Establish governance for offshore, contractor and other alternative workforce models where appropriate. 

How You Will Partner 

• Advise the COO and US leadership team on organizational health, workforce priorities, employee risk and the people implications of business decisions. 

• Partner closely with the Head of Operations to connect people practices with operating priorities, management routines and scalable business processes. 

• Work with Finance on payroll inputs, commissions, compensation, benefits and the controls needed for accuracy and timely execution. 

• Collaborate with the EMEA HR and People team on global initiatives, shared policies and programs, and a consistent employee experience across regions. 

• Support Talent Acquisition with workforce planning, role design, offers and hiring decisions, while partnering with L&D on manager development, compliance training, performance management and people-management capability. 

What Makes a Brilliant Head of People? 

• Commercial Judgment: Understands the pace, performance expectations, commissions, and client commitments of a sales-led environment. 

• Credibility & Courageous: Can give clear advice, hold leaders and managers accountable, and make difficult calls when needed. 

• Employee Relations Depth: Handles sensitive and complex matters calmly, fairly, consistently, and with excellent documentation. 

• Manager Coach: You develop your team, strengthen managers and leave behind scalable practices that continue to work as the organization evolves. 

• Operational Excellence: Brings strong attention to detail, dependable follow-through, and an instinct for cleaner, more scalable workflows. 

• Approachable Leadership: Builds trust while maintaining confidentiality, sound boundaries, and company credibility. 

• Adaptability & Improvement: Thrives through change and improves the underlying process, not just the immediate issue. 

Experience & Qualifications 

• Significant progressive People/HR leadership experience, including ownership of a broad US People agenda in a multi-state organization. 

• Demonstrated success advising executive leaders and translating business priorities into workforce plans, organizational design, talent reviews, succession plans and change strategies. 

• Deep working knowledge of US employment practices, wage-and-hour requirements, employee relations, investigations, performance management, accommodations and leaves. 

• Experience leading benefits strategy, People budgets and vendor relationships and partnering with Finance on payroll, compensation structures, pay equity and commission administration. 

• Strong HR technology and data orientation, ideally including hands-on experience with HiBob, ADP or comparable platforms. 

• Experience supporting employment counsel, policy and handbook governance, claims, audits and other employment-related legal matters. 

• Experience in a sales-led, services, high-growth or similarly fast-paced organization is strongly preferred; exposure to offshore, contractor or alternative workforce models is valuable. 

• Exceptional judgment, communication and influencing skills, with the confidence to challenge constructively and the discipline to follow through. 

• SHRM-SCP, SPHR or a comparable senior-level HR certification is a plus.