Job description

About Logixboard Logixboard builds software for the freight forwarding industry. Our platform spans two areas: a white-labeled supply chain visibility product that freight forwarders offer to their customers, and AI-powered tools that automate the repetitive data entry and document handling work that freight operators do every day. Together, these products serve both sides of the logistics relationship — the customer tracking their cargo and the operator managing it. We are a distributed, product-driven company. We value high ownership, thoughtful decision-making, and building software that genuinely makes freight professionals' work better. The Role We're hiring a Head of People to own the full people function at Logixboard, end-to-end. This isn't a role for someone looking to manage a team or oversee a narrow slice of HR. It's a hands-on builder's role for someone who wants to be the person employees and managers turn to for everything from a tricky performance conversation to designing next year's comp cycle. You'll partner directly with the CEO on the people decisions that are genuinely tricky — the ones with no obvious right answer, competing priorities, and real judgment calls to make. If you've been operating as a strong HR Manager, HRBP, or similar in a fast-moving, ambiguous environment and are ready for a title and scope that reflects real ownership, this is that step. While we'd love someone who has done this before, prior Head of People experience isn't required. What matters more is that you've developed the judgment, range, and confidence to own the function. What You'll Do • Advise managers and employees through employee relations issues, conflict, feedback conversations, and performance concerns • Build and run the practical programs that make a company function well: performance reviews, compensation cycles, onboarding, benefits, and core policies • Own the day-to-day HR operations that keep things running, including benefits, payroll coordination, employee changes, vendors, and compliance • Improve the systems behind the work where it genuinely helps — without treating process as the job itself • Partner directly with the CEO on nuanced people decisions and business tradeoffs • Handle ambiguity: research unfamiliar issues, form a judgment call, and know when it's time to bring in outside counsel or expertise • Navigate people questions across multiple states and countries, including employees supported through PEO/EOR arrangements • Own or support recruiting as business needs require — including sourcing, screening, managing interview processes, partnering with external recruiters, extending offers, and helping close candidates • Do the full range of the work — from writing an offer letter to designing a performance management framework — without expecting it to be handed off to someone else What Great Looks Like • You've operated without a playbook before, in a live, complicated situation, and gotten to a sound outcome anyway • You default to judgment, not rigid policy or reflexive legal escalation • You can lay out risk as a spectrum — the options, the tradeoffs, the likely downside — and still make a clear recommendation • You hold employee empathy and company needs in the same hand, without letting either one crowd out the other • You're genuinely willing to do it all: the unglamorous ops work and the high-stakes judgment calls alike • You can move comfortably between strategic thinking and execution without seeing either one as beneath or outside your role You Might Be a Fit If • You have 10+ years of progressive HR/People experience, ideally including time in a startup or other environment where you've had broad ownership and limited infrastructure around you • You're currently a senior HR Business Partner, HR Manager, People Operations leader, or similar, with real experience in fast-moving, ambiguous environments • You're looking for end-to-end ownership rather than a narrower functional lane • You don't need every part of this role to be familiar to you already — you're confident in your ability to learn, own, and execute against what's ahead • You're comfortable recruiting and genuinely willing to jump into hiring when the business needs it • You'd rather solve a genuinely ambiguous problem than apply a policy off the shelf • You want to work closely with a CEO as a real thought partner on the business, not just the HR function Why Work at Logixboard By joining Logixboard, you will be part of building the future of the business and having an impact on its trajectory. You will work out of our Ballard-based office space, alongside our Leadership team. Additionally, we offer a compelling compensation and benefits package, which includes: • $140,000 to $165,000 base salary, depending on experience • Health care, including dental and vision • Paid Time Off + holidays • 401k Matching • Computer • Learning & Development stipend

Requirements

Must-haves

While we'd love someone who has done this before, prior Head of People experience isn't required. What matters more is that you've developed the judgment, range, and confidence to own the function.
Advise managers and employees through employee relations issues, conflict, feedback conversations, and performance concerns
Build and run the practical programs that make a company function well: performance reviews, compensation cycles, onboarding, benefits, and core policies
Own the day-to-day HR operations that keep things running, including benefits, payroll coordination, employee changes, vendors, and compliance
Improve the systems behind the work where it genuinely helps — without treating process as the job itself
Partner directly with the CEO on nuanced people decisions and business tradeoffs
Handle ambiguity: research unfamiliar issues, form a judgment call, and know when it's time to bring in outside counsel or expertise
Navigate people questions across multiple states and countries, including employees supported through PEO/EOR arrangements
Own or support recruiting as business needs require — including sourcing, screening, managing interview processes, partnering with external recruiters, extending offers, and helping close candidates
Do the full range of the work — from writing an offer letter to designing a performance management framework — without expecting it to be handed off to someone else
What Great Looks Like
You've operated without a playbook before, in a live, complicated situation, and gotten to a sound outcome anyway
You default to judgment, not rigid policy or reflexive legal escalation
You can lay out risk as a spectrum — the options, the tradeoffs, the likely downside — and still make a clear recommendation
You hold employee empathy and company needs in the same hand, without letting either one crowd out the other
You're genuinely willing to do it all: the unglamorous ops work and the high-stakes judgment calls alike
You can move comfortably between strategic thinking and execution without seeing either one as beneath or outside your role
You Might Be a Fit If
You have 10+ years of progressive HR/People experience, ideally including time in a startup or other environment where you've had broad ownership and limited infrastructure around you
You're currently a senior HR Business Partner, HR Manager, People Operations leader, or similar, with real experience in fast-moving, ambiguous environments
You're looking for end-to-end ownership rather than a narrower functional lane
You don't need every part of this role to be familiar to you already — you're confident in your ability to learn, own, and execute against what's ahead
You're comfortable recruiting and genuinely willing to jump into hiring when the business needs it
You'd rather solve a genuinely ambiguous problem than apply a policy off the shelf

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: gem
Effort: medium

Benefits

Benefits detected in the listing.

Dental

Vision

401k

Paid Time Off