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Our client is a self-funded small business funding marketplace that connects small business borrowers with a network of established lender partners, allowing the company to focus its energy on marketing, lead generation, and the borrower experience while partners handle underwriting and funding. Backed by significant capital and a fully built infrastructure, the organization is led by a hands-on, serial entrepreneur with a track record of building successful ventures across gaming, traffic acquisition, and technology. As the company prepares for its next phase of growth, it is looking for a VP of Operations to build the team and infrastructure that will carry the business forward.

This is a rare opportunity to build an operation from the ground up rather than simply scale an existing one. As the company’s first VP of Operations, you will take over day to day operations currently supported by team members borrowed from the Founder’s other ventures, and stand up the team, processes, and infrastructure needed to run the business independently. You will own full P&L responsibility, partner directly with a hands on Founder on strategic decisions, and have the autonomy to shape how the business scales over the next six to twelve months. As the business grows, so will your role and influence within the organization. For an experienced operator who wants outsized visibility, meaningful resources, and the chance to build something truly their own, this position offers a clear and compelling path forward.

POSITION RESPONSIBILITIES

• Serve as the day to day operating leader, standing up the team and infrastructure needed to run the business independently

• Build the organization from the ground up, including hiring a media buyer, sales development representatives, and an operations coordinator over the next two quarters

• Establish scalable processes, tools, and a reporting cadence to support rapid, profitable growth

• Own a weekly status report and monthly business review with the Founder, delivering clear, concise updates on results, hires, and priorities

• Drive traffic generation and top of funnel growth for small business loan products, applying proven marketing strategies to build volume

• Partner with the company’s origination and conversion partner to optimize the funnel while focusing internal efforts on driving volume

• Scale marketing spend intelligently as volume grows, balancing growth with profitability

• Own full P&L responsibility for the business and operate with a high degree of day to day autonomy, bringing major decisions to the Founder while independently managing execution and hiring

• Develop and present a clear business plan and hiring sequence showing how the business will scale over the first six to twelve months

• Build toward a fully staffed, Miami based team and office as the business continues to scale

POSITION QUALIFICATIONS

Required:

• A proven track record of building and scaling operations within the small business or alternative lending space

• A minimum of seven years of progressive experience in merchant cash advance or alternative small business lending, or a comparable combination of education and experience

• Established lender, funder, or ISO relationships within the broker or marketplace lending space

• Demonstrated experience owning a P&L and managing teams within a growth stage lending business

• A marketing and growth orientation, with experience driving traffic and lead generation for regulated financial products

Preferred:

• Proven ability to operate independently with minimal oversight, exercising sound judgment on day to day decisions

• A direct, concise communication style=””> Willingness to be based in or relocate to Miami, Florida, with occasional travel as needed

If you are ready to build something from the ground up and make a lasting impact on a growing business, we would love to hear from you. Apply now, and a member of Talentfoot’s recruitment team will be in touch should your experience and qualifications align with our client’s requirements.

Director of Demand Generation

Location: Remote, United States | Type: Full-Time

A growing, well-established company in a relationship-driven B2B industry is hiring a Director of Demand Generation to own its lead pipeline and the budget behind it. This is a builder role for a performance marketer who runs on numbers: someone accountable for every dollar of demand gen spend and the qualified pipeline it produces, reporting into senior marketing leadership.

Position Overview

You will own demand generation end to end, from budget strategy to sales handoff. The north star is efficient, measurable growth: allocate spend across channels, forecast pipeline against revenue targets, and prove ROI with clean attribution. You will run the channels directly, from paid media to organic and AI-powered search, and build agentic workflows that make the function compound over time. For a marketer who wants full ownership and a clear path into broader marketing leadership, this role offers startup-level autonomy with the infrastructure and stability to scale.

Position Responsibilities

• Own the demand generation budget, including allocation across channels, spend pacing, and efficiency, with direct accountability for return on every dollar deployed.
• Build forecasting and attribution models that connect spend to pipeline and revenue, and use them to reallocate budget toward the highest-performing channels.
• Own and report on core performance metrics on a set cadence to leadership, including CPL, CAC, MQL volume and quality, MQL-to-SQL conversion, and pipeline contribution.
• Manage paid media across Google Ads and LinkedIn, including campaign structure, targeting, creative testing, and budget allocation, with a bias toward conversion and cost efficiency.
• Own SEO strategy and execution, including keyword targeting, on-page and technical optimization, and content signals, in partnership with the web team.
• Grow visibility in AI-powered search environments such as ChatGPT, Perplexity, and Google AI Overviews through Generative Engine Optimization.
• Build and iterate on agentic workflows that automate repeatable functions, from lead scoring to outreach sequencing.
• Partner with Sales on lead handoff, pipeline review cadences, and feedback loops to keep quality and conversion aligned.
• Run A/B tests and channel comparisons to improve performance, and keep all outbound programs compliant.

Position Qualifications

Required

• A minimum of 6 years of progressive experience in demand generation, growth, or performance marketing, with direct ownership of pipeline metrics.
• A track record of managing marketing budgets and tying spend to measurable revenue outcomes, with the ability to point to specific channels built or optimized and the pipeline they produced.
• Strong data fluency, including the ability to run independent analysis, build attribution or forecasting models, and present pipeline results to leadership.
• Proven, hands-on SEO expertise across keyword ranking, technical SEO, and content-driven organic growth.
• Hands-on experience managing paid media on Google Ads and LinkedIn.
• Real experience building agentic workflows or AI automation tools in a live marketing context, not theoretical familiarity.

Preferred

• Experience with marketing automation or CRM platforms such as HubSpot, Marketo, or ActiveCampaign.
• Familiarity with B2B services, professional services, or a similarly relationship-driven industry.
• A collaborative, low-ego mindset with a bias for action and a genuine partnership approach with sales.

About Talentfoot Executive Search

Talentfoot Executive Search specializes in future proofing organizations by securing forward-thinking leaders across sales, marketing, eCommerce, product, data, operations, finance, and technology with a track record of accelerating growth, innovation and profitability. Since 2010, we’ve partnered with more than 2,500 companies and lead the industry with a 98% client success rate. Learn more at Talentfoot.com

Talentfoot is working on exciting HR Generalist opportunity that will own the HR function for a well established creative agency. This will own the full talent/employee lifecycle while reporting to the Head of Finance. See details below and apply to learn more!

• Maintain and audit I-9 records, employee files, and regulatory documentation across all eight states
• Ensure ongoing compliance with federal, multi-state, and local employment laws, including FMLA, ADA, wage & hour, and workers’ compensation
• Support HR audits, compliance reporting, and initiatives such as diversity certifications
• Coordinate multi-state leave administration (FMLA, NJ Family Leave Act, and applicable state equivalents) and track balances accurately
• Administer benefits programs and support open enrollment, including employee communications and vendor coordination
• Verify employee data, maintain PTO balances, and update payroll and time-tracking systems
• Serve as the day-to-day liaison with our outsourced HR firm, ensuring alignment and follow-through on shared deliverables
• Partner with Finance on payroll inputs and flag discrepancies proactively
• Serve as the first point of contact for employee questions on HR policies, benefits, and procedures
• Support employee relations matters with discretion, including performance documentation, ADA accommodations, and corrective action
• Build rapport with distributed employees across all locations, remote doesn’t mean disconnected
• Support managers in navigating HR processes effectively and holding their teams accountable
• Support full-cycle recruiting, including job postings, resume screening, interview coordination, and offer administration
• Lead onboarding for new hires from paperwork to first-week check-ins, ensuring a consistent and welcoming experience
• Maintain updated job descriptions and support workforce planning conversations with leadership
• Own and build out HR processes, templates, and systems, starting from what exists and improving from there
• Proactively update the Director of Finance on HR project status, compliance risks, and anything that needs attention
• Identify gaps in current HR infrastructure and propose solutions. You’re building this function, not just maintaining it
• 3–5 years of HR experience, ideally in a small agency, startup, or solo HR role — you know what it means to be the department
• Solid working knowledge of federal and multi-state employment law (FMLA, ADA, NJLAD, wage & hour, I-9 compliance)
• Experience administering benefits and supporting open enrollment end-to-end
• Comfort working with HRIS and/or payroll systems; Paychex experience is a plus
• Strong project management instincts, you can track moving pieces, set timelines, and communicate progress without being asked
• Exceptional attention to detail and the ability to handle sensitive information with discretion
• A communication style=””>If you’re ready to make an impact and take your career to the next level, we’d love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills and qualifications match our client’s requirements.

VP of Sales

On Site – Folsom, CA (Relocation Support Offered)

Our client is redefining behavioral health infrastructure by connecting assessment and care planning data across the agencies and providers that serve the same individual, replacing a patchwork of disconnected systems that were never built to talk to each other. This is a mission driven company where the buyer sits at agency leadership level and success is measured in outcomes for vulnerable populations, not just revenue. The organization has built a defensible market position with sole source government contracts that competitors cannot easily replicate, and has grown revenue roughly five fold over the past several quarters while moving from cash negative to consistently profitable in under a year. Based in Northern California and led by a lean, hands on executive team, the company recently turned down a significant acquisition offer to pursue an independent growth path, and is now looking for a Vice President of Sales to build the revenue engine that fuels its next phase of growth.

Position Overview

This is a rare, high visibility opportunity to build a sales function from the ground up at a company with proven product market fit and real momentum. You will report directly to the CEO, personally own and close the provider pipeline in the early phase, and then build the playbook, process, and team that scales that motion across California and new states. Your work will directly shape how the company’s platform reaches the clinicians, clinics, and agencies who depend on it, giving you outsized influence over both revenue growth and the company’s mission impact. For a builder who wants to move from individual production into sales leadership, this role offers a clear path to grow into a scaled sales organization as the company expands from an initial cohort of provider partners toward its next phase of growth.

Position Responsibilities

• Build and execute a go to market strategy for selling directly to behavioral health provider organizations across California and expansion states

• Personally own and close a provider pipeline, from prospecting through contract, using consultative, discovery based selling rather than a scripted hard close

• Understand the payer landscape, including Medicare, Medicaid managed care, and commercial insurers, so provider conversations connect naturally to how those providers get paid

• Translate the platform’s value into financial and budget terms each provider organization can act on

• Engage clinicians on their own terms, asking questions about workflow and patients rather than pitching features

• Extend the go to market motion beyond individual provider offices to systems of care accounts, including county behavioral health systems, school based programs, and multi site provider networks

• Partner with the CEO and CFO on pricing, compensation structure, and the broader outcomes narrative used with government and payer stakeholders

• Build the sales function over time, including process, tooling, and eventually a team, as provider adoption scales

• Collaborate with marketing, product, and customer success to align go to market execution with company strategy

• Analyze market trends and competitor activity to identify new business opportunities

Position Qualifications

Required:

• A proven, closable track record selling directly to behavioral health or human services provider organizations, in California and at least one other state

• A minimum of 10 years of relevant sales experience, including at least 3 years in sales leadership

• Direct experience selling into systems of care accounts, such as county behavioral health systems, school based programs, or child welfare agencies, not only individual practices

• Working knowledge of Medicare and Medicaid managed care economics and commercial payer dynamics, and how payer mix shapes a provider’s buying decisions

• Demonstrated ability to build and defend a provider facing ROI case in financial terms credible to a clinic administrator or practice owner

• A builder’s track record, having stood up or scaled a sales function or team previously, not only carried an individual quota

Preferred:

• Working familiarity with EHR systems used in behavioral health and the broader health IT landscape, including interoperability concepts

• Experience operating in a smaller, fast growing organization where the sales function is being built rather than inherited

• A genuinely consultative selling style=””>If you’re ready to build a sales function from the ground up and make a measurable impact on how care reaches the people who need it most, we’d love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills, and qualifications match our client’s requirements.

Talentfoot Overview

Talentfoot Executive Search specializes in future proofing organizations by securing forward thinking leaders across sales, marketing, eCommerce, product, data, operations, finance, and technology with a track record of accelerating growth, innovation and profitability. Since 2010, we’ve partnered with more than 2,500 companies and lead the industry with a 98% client success rate. Learn more at Talentfoot.com

Company Overview

Our client is a women’s apparel and lifestyle brand that is women-led and founder-run. The culture is creative, collaborative, and fun, the kind of place where taste, originality, and pushing boundaries matter as much as results. As the brand extends into new channels, and product lines, they are looking for a Social Media Lead to own the voice and creative vision that will carry their story into its next stage of growth.

Position Overview

This is a rare opportunity to own the entire social vision for two growing consumer brands while reporting directly to the founders. You will not simply manage a content calendar. You will define the voice, set the creative direction, and decide when and how the brands enter the cultural conversation. The role is designed to grow into a Social Director seat as the company scales. Your work will directly shape brand equity, community growth, and revenue, giving you genuine visibility and real ownership inside a founder-led business that moves fast and rewards strong instincts.

Position Responsibilities

• Own and evolve the social media strategy across across the brand, defining content pillars, tone, point of view, and platform-specific approaches.
• Set the strategic direction for social, translating brand values into consistent, compelling storytelling that goes beyond product to communicate the brand story.
• Partner directly with the founders and help shape the voice, values, and how the brands show up in culture.
• Guide and develop a Content Coordinator, providing clear briefs, feedback, and priorities.
• Build scalable, repeatable systems that serve the brand without losing authenticity.
• Grow and engage the community, deciding when, how, and why the brands join the conversation.
• Stay ahead of platform trends, cultural shifts, and emerging formats across Instagram, TikTok, and beyond.
• Develop and formalize an influencer and creator program to extend reach and deepen brand affinity.
• Monitor performance and turn insights into strategy, balancing creative intuition with data.

Position Qualifications

Required:

• A proven track record building and leading social strategy for a consumer, retail, or lifestyle brand, not just managing posts.
• 5+ years of progressive experience working in social media, content, or brand marketing.
• Strong editorial judgment and cultural fluency, backed by a portfolio that demonstrates taste, originality, and range.
• Demonstrated success setting strategic direction and process to shape the brand voice across multiple platforms.
• A confident decision-maker who can champion ideas and operate with autonomy in a fast-moving, hands-on environment.

Ready to Apply?

If you are ready to make an impact and take your career to the next level, we would love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills, and qualifications match our client’s requirements.

About Talentfoot Executive Search

Talentfoot Executive Search specializes in future proofing organizations by securing forward-thinking leaders across sales, marketing, eCommerce, product, data, operations, finance, and technology with a track record of accelerating growth, innovation and profitability. Since 2010, we’ve partnered with more than 2,500 companies and lead the industry with a 98% client success rate. Learn more at Talentfoot.com

Director of Performance Marketing

Company Overview

Our client is a pioneering behavioral health organization that helped define modern outpatient addiction and mental health care. They are now expanding into new markets and investing in the infrastructure to reach patients directly, the company is building a consumer marketing capability for the first time in its history. To lead that effort, they are seeking a Director of Performance Marketing to stand up the function and drive a new engine of growth.

Position Overview

As the first Director of Performance Marketing, you will stand up a direct-to-consumer, in-house marketing function owning strategy, budget, and the attribution discipline that ties marketing investment to admissions. You will report to the SVP of Growth with direct access to senior leadership, giving your work immediate visibility and real influence over how the organization grows. This role is a blend of the budget flexibility of a growth-stage environment, the stability of a decades-old institution behind you, and a clear path to build and lead a team as the function scales. For a marketing leader who wants to own a new growth channel end to end and make measurable impact on a mission that helps people access care, this is an outsized opportunity.

Position Responsibilities

• Performance marketing strategy and budget: Own paid search and paid social strategy and spend, optimizing against cost-per-acquisition, ROAS, and admissions targets.
• Analytics and attribution: Build and maintain the marketing analytics, dashboards, and attribution models needed to measure ROI and guide budget allocation where none exist today.
• Paid media execution: Plan, launch, and manage PPC and paid search across Google Ads and other platforms, continuously testing keywords, creative, and landing pages, and lead paid social across LinkedIn, Facebook, Instagram, and YouTube.
• Programmatic and display: Plan and manage programmatic and display advertising, including DSP selection and audience targeting.
• Organic social and content: Lead organic social strategy, owning content calendars, community management, and engagement reporting.
• Website and conversion: Own website strategy, content, and conversion rate optimization, partnering with developers and SEO resources to drive organic traffic and lead generation.
• Local and out-of-home: Develop geofencing and geotargeted programs around key locations and referral sources, along with out-of-home media including billboards, transit, and location-based advertising.
• Brand and collateral: Oversee marketing collateral and brand messaging across programs and locations, including brochures, signage, and digital assets.
• Cross-functional partnership: Partner with growth, clinical, and operations leaders to align marketing with referral development, new program launches, and location expansion, and manage external vendors and consultants, scoping engagements and overseeing quality of deliverables.

Position Qualifications

Required:

• Track record of measurable results: Proven success managing multi-channel marketing budgets with outcomes tied directly to cost-per-acquisition or cost-per-lead.
• 8+ years of progressive marketing experience with hands-on ownership of performance marketing, PPC and paid search, paid and organic social, programmatic, and SEO.
• Analytical rigor: Demonstrated ability to build attribution models and reporting frameworks in organizations where they do not already exist.
• Range across altitudes: Ability to set channel strategy and budget priorities while staying close enough to execution to know what is working.

Preferred:

• Healthcare, behavioral health, or another regulated consumer healthcare category, particularly where marketing must operate within compliance constraints.
• Comfort operating with autonomy in a growth-stage environment where budget flexibility exists but process and infrastructure are still being built.

Call to Action

If you’re ready to make an impact and take your career to the next level, we’d love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills, and qualifications match our client’s requirements.

Talentfoot Overview

Talentfoot Executive Search specializes in future proofing organizations by securing forward-thinking leaders across sales, marketing, eCommerce, product, data, operations, finance, and technology with a track record of accelerating growth, innovation and profitability. Since 2010, we’ve partnered with more than 2,500 companies and lead the industry with a 98% client success rate. Learn more at Talentfoot.com

Creative Strategist

Our client is a premium direct-to-consumer wellness brand experiencing 350% year-over-year growth, built on a foundation of science-backed products, customer education, and long-term trust. With a high-performing, collaborative team and a culture that rewards initiative, accountability, and strong ideas regardless of title, this is a workplace where top operators thrive. The environment is fast-paced and data-driven, with a constant focus on testing, optimizing, and iterating to stay ahead of the market. As they continue to scale aggressively across paid channels, they are looking for a Creative Strategist to help fuel their next phase of customer acquisition.

Position Overview

This is a high-ownership, individual contributor role for a direct-response creative professional who thrives in a fast-moving, performance-obsessed environment. The Creative Strategist will own the full creative lifecycle across Meta, TikTok, YouTube, and Google Ads, from competitive research and angle ideation through scriptwriting, briefing, and performance analysis. This role sits at the center of a sophisticated paid acquisition engine, working closely with media buyers, product, and CRO teams to produce high-converting creative at scale. With a compensation range of $92,000 to $102,000 and a comprehensive benefits package, this is an exceptional opportunity for a proven DTC creative operator ready to make a measurable impact.

Position Responsibilities

• Lead end-to-end creative strategy across paid channels including Meta, TikTok, YouTube, Google Ads, and Amazon DSP, from research and angle ideation through script writing, visual briefing, and performance review.
• Maintain a consistent high-volume briefing cadence, delivering 3 to 6 creative briefs weekly for primary SKUs and 2 to 4 weekly for secondary SKUs to support rapid testing.
• Write precise, line-by-line ad scripts complete with visual cues, screen direction, text-on-screen, and voiceover instructions for internal editors and external UGC creators.
• Craft narrative-driven ads that combine storytelling with direct-response hooks in the first 0 to 5 seconds, designed to stop the scroll and drive action.
• Translate complex supplement formulations into simple, benefit-focused marketing angles in strict compliance with FTC and FDA advertising guidelines.
• Deploy modular asset variations including hooks, body copy, CTAs, and visual pacing to combat creative fatigue, identify top performers, and scale winning concepts.
• Analyze creative performance metrics including Hook Rate, Hold Rate, CTR, CVR, and CPA to iterate on assets and inform testing decisions.
• Maintain a tight feedback loop with media buyers to align creative angles with live account data and audience targeting.
• Partner with Product and CRO teams on launch messaging frameworks and pre-sell page angles.
• Integrate AI tools into scripting, storyboarding, and concepting workflows to accelerate production and ideation.
• Manage creative timelines, briefs, and assets across ClickUp and Dropbox to ensure on-time delivery across the team.

Position Qualifications

Required:

• A proven track record of producing high-converting direct-response creative at scale, with demonstrated results across paid social and search channels in a DTC environment.
• A minimum of 5 years of experience in direct-response creative strategy and scriptwriting for paid social and search in a DTC e-commerce environment.
• Proven experience scaling supplement or wellness brands using high-volume UGC ad strategies.
• Direct knowledge of FTC and FDA dietary supplement advertising rules, including the distinction between claims and benefit structure.
• Fluency in creative performance metrics (Hook Rate, Hold Rate, CTR, CVR, CPA) and the ability to use data to guide asset iteration decisions.
• Hands-on proficiency with Canva or Adobe Creative Cloud for quick iteration edits and design quality review.
• Experience using AI tools such as ChatGPT or similar platforms for ideation and scripting workflows.
• Direct channel experience across Meta, TikTok, YouTube, and Google Ads, with working familiarity with Dropbox and Google Workspace.
• Must be legally authorized to work in the United States and able to work consistently within US business hours, with a reliable remote setup and willingness to travel on a limited basis.

Preferred:

• Experience with project management platforms such as ClickUp, Asana, or Monday.com.
• Familiarity with creative research and analytics tools such as GetHookd, Motion, Foreplay, or Meta Ad Library.
• Prior experience in a leadership or mentorship capacity, even in an informal setting.

If you are ready to bring your direct-response creative expertise to a brand that moves fast and rewards results, we would love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills, and qualifications match our client’s requirements.

Talentfoot Executive Search specializes in future proofing organizations by securing forward-thinking leaders across sales, marketing, eCommerce, product, data, operations, finance, and technology with a track record of accelerating growth, innovation and profitability. Since 2010, we’ve partnered with more than 2,500 companies and lead the industry with a 98% client success rate. Learn more at Talentfoot.com

Talentfoot is partnered with a leading health research organization on a unique Payroll Leader role. This is a rare opportunity to truly transform a complex payroll function using AI, technology systems, and process improvement. While reporting to the CFO and leading a strong payroll team, this individual will have high-level exposure to the entire C-suite. See details below and apply to learn more!

Our client is not looking for someone to keep the current payroll process running as is. The mandate is to take it apart and rebuild it from first principles into a Workday-native, AI-first operation that reflects the best available technology rather than inherited habit. Where a step survives only because it has always existed, this role is expected to say so, and where a better tool or model exists, to make the case and build toward it. Payroll also sits at the seam between Finance and People & Culture, so the role only works if that partnership holds, with People & Culture trusting this person to get pay right, explain hard tradeoffs plainly, and bring them along on change rather than spring it on them.

What You Will Actually Do

• Redesigns the payroll process from first principles. Maps how payroll works today by finding what is slow, manual, error-prone, or simply unexamined. Then rebuilds it around best practice. Treats the current process as a starting point to question, not a constraint to preserve.
• Owns the payroll function end to end, including compliance and controls. Runs accurate, on-time, compliant pay across all employee populations, including foreign nationals, and the states and tax jurisdictions in which they work, while leading the payroll team to that standard. Keeps payroll compliant across multi-state tax, wage and hour, foreign national withholding, and reporting obligations, and partners with ADP, which prepares W-2s and remits state payroll taxes. Also builds controls that catch problems early and documents the process, so it does not live in one person’s head.
• Makes Workday do the work. Drives payroll deeper into Workday, including configuration, automation, controls, and reporting. Cut the workarounds and spreadsheets that sit alongside the system and replace them with the system itself.
• Puts AI to real use. Uses current AI tools to reduce manual effort, catch errors before they reach an employee’s paycheck, and free the team for higher-value work. Decides where AI genuinely helps, where it does not, and builds accordingly.
• Builds customer service into the design. Builds the new process around the people it serves, so employees can get a clear, fast, accurate answer about their pay. Treats responsiveness and accuracy as design goals rather than afterthoughts.
• Partners with HR and operations, and briefs executive leadership. Works hand in glove with People & Culture on everything that touches pay, including onboarding, leaves, terminations, comp changes, time keeping, and benefits deductions. Also translates payroll strategy, risk, and tradeoffs into clear terms for the President, the COO, and the General Counsel, bringing recommendations rather than status.
• Leads the team. Sets direction for the payroll staff, develops their skills toward a more automated operation, and communicates clearly through change, so the team is brought along rather than left behind.

What We Are Looking For

• Deep payroll expertise. Knows payroll at a level few people do, including multi-state tax, wage and hour, garnishments, off-cycle and retro pay, year-end, and the full mechanics. Has designed payroll processes, not just operated them.
• Workday command. Knows Workday payroll well enough to redesign around it, including how to configure it, automate it, and stop fighting it. Can tell the difference between a system limitation and a process the organization never bothered to fix.
• Fluent in current AI. Uses today’s AI tools in real work and has opinions about where they help. Can spot the manual steps a model should be doing and is comfortable building toward that.
• Not bound by the status quo and current on the field. Says so when a step exists only out of habit and is willing to consider and implement change rather than defend the inherited way. Stays current on the best practices, tools, and operating models at the leading edge of payroll, and brings that outside view rather than designing only from what HHMI has done before.
• Thinks strategically and owns the seam. Sees payroll as a system to be designed, not a task list to be completed, while still getting this Friday’s pay run right. When something falls between Finance and People, keeps it moving until pay is correct and on time rather than waiting to find out whose job it is.
• Strong with two audiences and a real partner to leadership. Can go deep with the team on the mechanics and then brief the President, COO, or General Counsel at the right altitude. Treats People & Culture and Science as partners rather than a counterparty, brings them in early, and earns their trust to get pay right.

If you’re ready to make an impact and take your career to the next level, we’d love to hear from you. Apply now and a member of Talentfoot’s recruitment team will be in touch should your track record of success, experience, skills and qualifications match our client’s requirements.