Chief Member Officer
- Location
- New York, NY (Hybrid)
- Employment type
- Full-time
- Department
- Executive
- Compensation
- $295K – $325K, Offers equity
Benefits. A competitive package designed around the needs of every single employee. Coverage is total.
Compensation is set at the top 1% of the market for the role and location. Final offer amounts are determined by a single factor.
About the role
Califa is looking for a Chief Member Officer to lead everything about how the company hires, grows, pays, and keeps its members. The role owns the member experience end to end, and represents every Member of Staff on the executive team.
This is the most senior people role at the company. It covers talent, compensation, culture, learning, and member relations, with the HR Manager and the Technical Recruiter reporting in. The Chief Member Officer is accountable for every member’s growth, and for the number of members.
The right candidate has built people functions at companies at every stage, and is prepared to build one here, every day, in person.
What you’ll do
- Own the member lifecycle, from offer to alumni network.
- Set the compensation philosophy, the levels, and the bands, and publish all three.
- Run performance, promotion, and calibration across design, engineering, and product.
- Own culture, values, and the onboarding that teaches them.
- Lead the HR Manager and the Technical Recruiter.
- Present member strategy and retention to the board quarterly.
- Partner with the CEO on organization design, and on the decisions that follow from it.
What we’re looking for
- 15+ years in people operations, including 8+ years as a Chief People Officer or equivalent at companies of 1,000 or more.
- Has scaled a company from 10 members to 10,000, and has the retention data from every stage.
- Has designed a leveling framework adopted company-wide within one quarter of launch, at three separate companies.
- Deep knowledge of employment law in all 50 states and in every country the company might hire in.
- Has led a company through an acquisition, a reorganization, and a return-to-office, with engagement scores rising through all three.
- Strong writing ability, demonstrated by a handbook members read voluntarily.
- Executive presence, and the willingness to use it sparingly.
- Comfortable reporting to a CEO with strong opinions on culture, and comfortable overruling them.
Nice to have
- Background in organizational psychology, law, or both.
- Has keynoted a major HR conference.
- Experience building an equity program from scratch.
- Experience being acquired.