Director of People
About Parkade
Parkade is modernizing private parking. We’re creating a world with far less parking — but one where every parking spot is available at the push of a button, and priced, managed and enforced properly.
We are looking for a hands-on Sr. Manager, People or Director of People (title may vary depending on your experience) to help us scale from our current 40-person team to 100 beyond, while keeping Parkade an amazing place to work with high-performing employees. While we leverage a PEO, you’ll be the sole internal owner of HR and recruiting — and you will be the architect of the systems, operations, culture and processes that allow us to nurture our current team and grow Parkade into 100s of employees.
We imagine this role will generally be a 50-50 split of recruiting and HR needs from you.
This critical role requires a rare blend of big-company expertise and startup sensibility. We need someone who can thoughtfully adapt enterprise-level policies to our agile, entrepreneurial environment while preserving what makes our culture special.
We need a thoughtful leader who brings the structure, compliance, and best practices of a large organization, yet respects the innovation, speed, and informality that define our startup roots.
Key Responsibilities
Policy Management
Design, refine, and communicate HR policies tailored to our team, ensuring they align with industry standards, compliance requirements, labor laws, and best practices
Develop and implement a comprehensive compensation philosophy and policies that balance market competitiveness with internal equity
Further develop and strengthen our performance management framework to drive accountability while staying aligned with our team’s size, culture, and values.
Advocate for, get buy in and implement a comprehensive benefits program tailored for Parkade’s growing team
Performance & Change Management
Create a culture of accountability where performance standards are clear, feedback flows regularly, and the bar is held high
Develop and facilitate training programs that build managers; capability to deliver constructive, direct feedback
Coach managers on difficult conversations and performance improvement plans when necessary
Navigate the delicate balance between startup autonomy and corporate requirements
Address cultural friction points proactively, including resistance to new processes or loss of ‘startup identity’
Build trust across the organization as the face of HR, people, talent, and culture
Preserve and build upon high-performing cultural elements while introducing necessary structure
Employee Relations & Compliance
Investigate and resolve employee relations issues with fairness, confidentiality, and sound judgment
Ensure compliance with employment law, all workforce classifications, and ethical standards
Manage accommodation requests, any and all leaves, workplace investigations, and disciplinary processes
Talent Management
Partner with leadership on workforce planning, organizational design, and succession planning
Lead full-cycle recruiting for critical hires, including personally sourcing and scheduling candidates when needed
Review, refine, and elevate onboarding experiences
Very comfortable using and configuring an ATS like Lever or Ashby, including as the ATS admin. You can configure interview plans, figure out why a hiring manager can't view their applications, etc.
HR Operations
Own HRIS administration, payroll coordination, and benefits offering and enrollment
Generate workforce analytics and insights to inform business decisions
Manage the employee lifecycle from offer letter to offboarding
Required Qualifications
8+ years of progressive HR experience, including at least 3-4 years in a generalist and manager role
Experience with a PEO (Professional Employer Organization) like Justworks
Time spent overseeing HR/recruiting for a mixed hourly-and-salaried workforce
Track record of effectively navigating the unique demands of start-ups and the structured frameworks of large organizations with developed HR infrastructure.
Direct experience developing HR policies across a wide range of areas—including compensation and compliance—either by creating them from scratch or adapting enterprise-level policies for smaller, growing teams.
Demonstrated success addressing cultural challenges, particularly around accountability and feedback cultures
Bachelor's degree, ideally in Human Resources, Business, Psychology, or related field
Preferred Qualifications
10+ years of experience
Experience leading top of the funnel recruiting and sourcing
SHRM-CP, SHRM-SCP, PHR, or SPHR certification
Location
This is an in-person, on-site role based in one of our offices (San Francisco or Los Angeles/Long Beach)
Interview process
Call: 45-60 mins with our Sr. Manager of Special Projects
Call: 45 mins with our Head of Finance
Call: 30 mins with our CEO
On site (5 hrs)
3:1 recruiting exercises
2:1 HR exercises
30 min culture interview
15 min CTO/cofounder interview
1 hour final CEO interview