Head of People

Location: Kelowna, BC, In-Office

Compensation: Starting at $175K

About the Martell Group

The Martell Group is a fast-growing group of companies focused on building people, brands, and ventures that create meaningful impact. Across its businesses, the team combines audience, operators, and execution to launch scalable products and empower ambitious leaders across Media, B2B SaaS, and AI.

Founded by serial entrepreneur and investor Dan Martell, we're building a company that values leadership, growth, simplicity, ownership, and high performance.

About the Role

Martell Group is looking for a Head of People to build and lead the people function across a fast-moving, high-growth organization.

This is not a traditional HR role focused primarily on administration. The Head of People will be a strategic partner to leadership and a hands-on operator responsible for building the systems that support the entire employee lifecycle.

You will help Martell Group attract exceptional people, develop strong leaders, create clarity around performance and accountability, and build scalable people practices that support the organization as it grows.

If you are a people leader who believes exceptional companies are built by exceptional teams, and you know how to create the systems, standards, and culture that allow those teams to perform at their best, this role is for you.

What You'll Own

People Strategy & Leadership Partnership

• Build and own the People Operations strategy, systems, and processes required to support a growing organization.
• Partner closely with senior leadership on organizational design, workforce planning, talent strategy, and people-related decisions.
• Evaluate organizational structure and identify opportunities to improve clarity, accountability, efficiency, and team effectiveness.
• Partner with Talent Acquisition and leadership to ensure hiring plans align with organizational priorities and future talent needs.
• Identify people or organizational challenges early and proactively bring solutions to leadership.

Employee Lifecycle & People Systems

• Build scalable systems across the employee lifecycle, including onboarding, performance management, development, engagement, retention, and offboarding.
• Support compensation, benefits, career development, and employee experience programs as the organization grows.
• Evaluate and improve HR technology, tools, workflows, and automation to create an efficient People Operations function.
• Establish people metrics and reporting that provide leadership with meaningful insight into retention, engagement, performance, hiring, and organizational health.

Performance & Culture

• Create a high-performance culture where expectations, accountability, feedback, and recognition are clear and consistent.
• Design and continuously improve performance management systems that connect individual performance to company goals.
• Protect and strengthen the culture while helping the business evolve, scale, and navigate change.

Leader & Manager Development

• Coach leaders and managers to improve communication, feedback, accountability, decision-making, and team performance.
• Develop leadership and manager capabilities as the organization continues to scale.
• Support leadership with complex employee relations and performance situations with sound judgment, discretion, and consistency.

Required

• Significant experience leading People Operations, HR, People & Culture, or a similar function within a high-growth organization.
• Proven experience building or significantly improving people systems, processes, and infrastructure rather than only maintaining established programs.
• Strong understanding of the full employee lifecycle, including onboarding, performance management, employee relations, development, retention, and offboarding.
• Experience partnering directly with founders, executives, or senior leadership on complex people and organizational decisions.
• Demonstrated ability to build and lead performance management and accountability systems.
• Strong experience coaching and developing managers and senior leaders.

Why This Role Matters

Success in this role means leaders have the tools and information they need to lead effectively, employees understand what great performance looks like, people decisions are made with clarity and consistency, and the organization has the talent and structure required to achieve its goals.