Head of People and Culture

We are now at a pivotal transition with Katy Keim as our new CEO of LeanData. Katy is a seasoned C-Level people centric and strong strategic leader who is looking for a Head of People and Culture to help us take the company to the next level. This People leader would partner with Katy and the E-Team to build a strong focus on talent and culture in order to help the business accelerate growth, expand into the enterprise, and reinvent the business with AI.

As a key part of leading the Talent strategy for LeanData, this role will partner closely with Katy to round out the seasoned executive team with a world class leader in Product and other key roles as the needs evolve. This individual will partner closely with the entire executive team to ensure the team continues to operate as a highly effective “One Team”.

1. ● 10+ years in progressive HR or People leadership roles, including experience in a scaling tech company.

   ● Proven success leading People strategy at a company of 50–500 employees.

   ● Deep knowledge of HR Business Partnering, HR operations, Talent Acquisition, Total Rewards, and DEI best practices.

   ● Experience working closely with executive teams and advising at the strategic level.

   ● Comfortable using HRIS, people analytics tools, and other systems to drive decisions.

○ Develop and execute a people strategy aligned with LeanData’s business goals.

○ Build a 12–18 month roadmap covering talent acquisition, employee experience, performance, change management, and organizational design.

○ Set the right tone and tenor for diversity and inclusion which maps to LeanData’s values and strengthens the culture through various perspectives, supporting and amplifying employee-led initiatives.

○ Launch and embed a first ever leadership development program for first-line and mid-level managers.

○ Establish and reinforce a culture of feedback, accountability, and trust across all teams through a scalable programmatic approach beyond the existing performance management program.

○ Streamline and clarify decision-making frameworks agreed upon by E-Team to accelerate execution.

○ Inspire a learning culture to leverage AI to maximize employee potential.

○ Maintain and further cultivate a culture of belonging currently measured by the eNPS question, “I feel comfortable sharing opinions at work” (76% favorable, 19% neutral and 5% disagree).

○ Equip all managers with a consistent framework and philosophy to elevate their perspective on top talent in order to build a championship-caliber team.

○ Improve quality-of-hire metrics across key roles.

○ Design a high-impact onboarding experience with a 90%+ employee satisfaction rating.

○ Achieve an employee engagement score of 80%+, building from baseline eNPS of 55, and efforts to engage high performers (rated 4 and 5) to reduce voluntary attrition.

○ Introduce action-oriented goals to support the eNPS bi-annual surveys and track follow-through on results.

○ Effectively foster connection and engagement among our smaller fully remote population, including a team in EMEA, ensuring they feel deeply integrated into LeanData’s culture and empowered to do their best work.

● Strategic Thinking
Sees the big picture and anticipates future trends, including how AI and emerging technologies can become allies to talent strategy. Aligns the people initiatives tightly with business goals and growth phases. Respected by peers at the leadership table as a true voice of the employee and partner in shaping company direction.

● Exceptional Communication
Communicates clearly and compassionately across all levels — from Board members to new hires. Effectively facilitates difficult conversations and organizational messaging with empathy and confidence. Builds trust through transparency and consistency.

● Compassion & Emotional Intelligence
Balances business imperatives with genuine care for people. Creates a culture where people feel heard, respected, and supported. Trusted by employees across functions and levels as an accessible and fair partner.

● Execution & Bias for Action
Moves quickly and pragmatically, especially in resource-constrained environments. Applies the 80/20 rule to drive progress — aligning key stakeholders and iterating rather than waiting for perfect conditions. Tracks outcomes to learn and optimize as they go.

● Change Leadership
Leads through ambiguity with steadiness and vision. Builds alignment across the organization during periods of transformation, scale, or transition. Brings both clarity and compassion to change communication and execution.

● Data-Driven Insight & Analytical Rigor
Anchors decisions balanced in art & science (data) — grounded in feedback, recruiting funnel metrics, performance trends, engagement scores, attrition analyses, and external benchmarks. Uses data not just to measure what is happening, but to influence strategy, challenge assumptions, and elevate the People function as a business-critical driver. Comfortable presenting insights to the leadership team and Board in a compelling, actionable way.

● Believes people are the core driver of company success.

● Prioritizes transparency, compassion, humility, and continuous learning.

● Is innovative in approach and builds programs for scale.

● Champions inclusion, equity, and belonging as essential to team performance.

● Sees the opportunity to move consistently with urgency to address key issues, while also having a clear strategic longer term roadmap to execute towards which in turn helps the