Head of People Operations

About IOMETE

IOMETE is the Sovereign Data+AI Platform: a self-hosted platform for data and AI, built on open standards like Apache Iceberg and Apache Spark, that enterprises run on-premises, in their own cloud, or hybrid — always under their own control. We serve organizations for whom data ownership and security are non-negotiable, including central banks, government ministries, large financial institutions, and global enterprises. IOMETE was recognized in the Gartner® Market Guide for Data Lakehouse Platforms.

We are a US C-Corp with a fully remote team of 30+ people, most of them engineers, spread across multiple countries. We are growing quickly, and we intend to keep the things that made us good while we do it: high trust, high ownership, low bureaucracy.

About the role

Until now, our co-founders have handled every contract, compliance question, hire, and offsite themselves. That worked for 10 people. It does not work at 30, and it will break at 60. We are hiring our first dedicated People leader to own the full employee lifecycle — from how we find and hire great people, to how we pay and contract them compliantly across countries, to how we keep a distributed team connected.

This is a builder role. You will inherit working-but-manual processes and turn them into a system that scales. You will be hands-on every day: drafting contracts, running hiring loops, and booking offsite venues are all part of the job. You will also have real influence on how IOMETE grows, working directly with the founders.

We want to be transparent from day one: the role currently spans three areas. As we grow, we expect recruiting to become a dedicated function. When that happens, you will help define and hire for that role, and you may have the opportunity to lead it, depending on how the role and the company develop.

What you will own

1. People Operations (roughly 50% of your time)

• Own all employment and contractor agreements across countries, working through Deel (our global HRIS and EOR platform) and with external counsel where needed.

• Ensure compliance with local labor law in every country where we employ or contract people: correct worker classification (employee vs. contractor), statutory benefits, notice periods, termination rules, and data privacy for employee records.

• Design and maintain our compensation framework: levels, salary bands by role and geography, equity guidelines, and a consistent process for offers, raises, and promotions.

• Run onboarding and offboarding end to end, so that a new engineer is productive in week one and a departing team member leaves cleanly and compliantly.

• Build and document core people processes: performance reviews, leave and time off, policies and the employee handbook, and an HR calendar.