Backed by Insight, Techstars and Redpoint.
About the role
We're hiring a Head of People to own the full people function at Logixboard, end-to-end. This isn't a role for someone looking to manage a team or oversee a narrow slice of HR. It's a hands-on builder's role for someone who wants to be the person employees and managers turn to for everything from a tricky performance conversation to designing next year's comp cycle. Found on 1752vc Careers, the job board for startup and VC roles.
What they're looking for
- You have 10+ years of progressive HR/People experience, ideally including time in a startup or other environment where you've had broad ownership and limited infrastructure around you
- You're currently a senior HR Business Partner, HR Manager, People Operations leader, or similar, with real experience in fast-moving, ambiguous environments
- You're looking for end-to-end ownership rather than a narrower functional lane
- You don't need every part of this role to be familiar to you already — you're confident in your ability to learn, own, and execute against what's ahead
- You're comfortable recruiting and genuinely willing to jump into hiring when the business needs it
- You'd rather solve a genuinely ambiguous problem than apply a policy off the shelf
More about this role
Logixboard builds software for the freight forwarding industry. Our platform spans two areas: a white-labeled supply chain visibility product that freight forwarders offer to their customers, and AI-powered tools that automate the repetitive data entry and document handling work that freight operators do every day. Together, these products serve both sides of the logistics relationship — the customer tracking their cargo and the operator managing it.
We are a distributed, product-driven company. We value high ownership, thoughtful decision-making, and building software that genuinely makes freight professionals' work better.
We're hiring a Head of People to own the full people function at Logixboard, end-to-end. This isn't a role for someone looking to manage a team or oversee a narrow slice of HR. It's a hands-on builder's role for someone who wants to be the person employees and managers turn to for everything from a tricky performance conversation to designing next year's comp cycle.
You'll partner directly with the CEO on the people decisions that are genuinely tricky — the ones with no obvious right answer, competing priorities, and real judgment calls to make. If you've been...
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