Job description

About Periodic Labs We're an AI and physical sciences company building state-of-the-art models to accelerate breakthroughs across materials, energy, and beyond. Backed by world-class investors and growing rapidly, we operate at the pace the frontier requires. Our team brings deep expertise, genuine ownership, and an insatiable drive to push the boundaries of what's scientifically possible. About the Role Periodic Labs is growing fast, and we're building the people infrastructure to match. As our Head of People, you'll run the full people function and partner directly with the leadership team to build the organization that will define the next era of AI-driven scientific discovery. You'll design the systems, shape the culture, and lead the people and talent functions that make Periodic Labs a place where exceptional people do the best work of their lives. This isn't a traditional HR leadership role. We need someone who has operated inside engineering-forward organizations, ideally in frontier AI, physical products, semiconductors, or hardware-forward startups, and who deeply understands how technical teams operate under pressure. You'll be a trusted advisor to founders and senior leaders, bringing both strategic vision and operational rigor. What You'll Do - Run all things people related, spanning talent, HR business partnering, onboarding, performance, compensation, learning and development. - Lead and scale talent acquisition, including building the recruiting team, evolving hiring processes and infrastructure, and shaping the company’s hiring strategy as it grows. - Partner directly with the leadership team on organizational design, workforce planning, and growth strategy as the company grows through its next phase - Lead employee relations work with professionalism and sound judgment, handling sensitive situations, investigations, and executive coaching with discretion and care - Design the people systems that help our scientific and engineering teams grow, get recognized, and get paid fairly, built for how technical people actually work, not borrowed from a playbook. - Design onboarding programs that integrate new engineers and scientists quickly into the Periodic Labs culture and way of working - Shape how we scale as an organization. This isn't a traditional hierarchy-building exercise, it's figuring out how a lab-first company adds people and structure without losing what makes it work. - Use people data and analytics to surface insights and drive evidence-based decisions on headcount, attrition, engagement, and team effectiveness You Will Thrive in This Role If You Have - 15+ years of HR experience, with meaningful time in a senior people leadership role at a technology, research, or engineering-forward company - Experience building and leading a talent acquisition function, including hiring and managing recruiters, as the company scales - A background supporting teams in physical products, semiconductors, manufacturing, or hardware-forward startups. You understand the operational rhythms and talent profiles of these environments - Experience navigating the intersection of research and engineering cultures, where intellectual rigor, speed, and hands-on problem-solving coexist - Strong command of the full HR spectrum: performance management, compensation design, employee relations, organizational design, and people operations - A builder's mindset. You're comfortable in ambiguous environments where people programs are still being defined and you'll often have to create the playbook from scratch - High EQ and communication skills. You build trust quickly with engineers and scientists, and you know how to navigate difficult conversations with directness and care - Sound judgment on sensitive matters. You handle employee relations and investigations with appropriate seriousness and discretion - Data fluency: you use people analytics to diagnose issues, identify trends, and support decisions with evidence Especially Strong Candidates May Also Have - Experience at an AI lab, deep tech company, or research institution where the talent profile is unusually specialized - Familiarity with compensation design for rare technical roles, such as physicists, materials scientists, and ML researchers, where standard benchmarks don't apply - Experience scaling an HR function through a growth financing event or rapid headcount expansion - A background in operations, finance, or program management that brings additional analytical depth to the people function - Direct experience owning technical hiring strategy, including sourcing for niche scientific or engineering disciplines Mechanics - Minimum education: Bachelor's degree or similar experience - Location: Menlo Park, CA - Compensation: $350,000-$450,000 + equity - Visa sponsorship: Yes, we sponsor visas

Requirements

Must-haves

Run all things people related, spanning talent, HR business partnering, onboarding, performance, compensation, learning and development.
Lead and scale talent acquisition, including building the recruiting team, evolving hiring processes and infrastructure, and shaping the company’s hiring strategy as it grows.
Partner directly with the leadership team on organizational design, workforce planning, and growth strategy as the company grows through its next phase
Lead employee relations work with professionalism and sound judgment, handling sensitive situations, investigations, and executive coaching with discretion and care
Design the people systems that help our scientific and engineering teams grow, get recognized, and get paid fairly, built for how technical people actually work, not borrowed from a playbook.
Design onboarding programs that integrate new engineers and scientists quickly into the Periodic Labs culture and way of working
Shape how we scale as an organization. This isn't a traditional hierarchy-building exercise, it's figuring out how a lab-first company adds people and structure without losing what makes it work.
Use people data and analytics to surface insights and drive evidence-based decisions on headcount, attrition, engagement, and team effectiveness
You Will Thrive in This Role If You Have
15+ years of HR experience, with meaningful time in a senior people leadership role at a technology, research, or engineering-forward company
Experience building and leading a talent acquisition function, including hiring and managing recruiters, as the company scales
A background supporting teams in physical products, semiconductors, manufacturing, or hardware-forward startups. You understand the operational rhythms and talent profiles of these environments
Experience navigating the intersection of research and engineering cultures, where intellectual rigor, speed, and hands-on problem-solving coexist
Strong command of the full HR spectrum: performance management, compensation design, employee relations, organizational design, and people operations
A builder's mindset. You're comfortable in ambiguous environments where people programs are still being defined and you'll often have to create the playbook from scratch
High EQ and communication skills. You build trust quickly with engineers and scientists, and you know how to navigate difficult conversations with directness and care
Sound judgment on sensitive matters. You handle employee relations and investigations with appropriate seriousness and discretion
Data fluency: you use people analytics to diagnose issues, identify trends, and support decisions with evidence
Especially Strong Candidates May Also Have
Experience at an AI lab, deep tech company, or research institution where the talent profile is unusually specialized
Familiarity with compensation design for rare technical roles, such as physicists, materials scientists, and ML researchers, where standard benchmarks don't apply
Experience scaling an HR function through a growth financing event or rapid headcount expansion
A background in operations, finance, or program management that brings additional analytical depth to the people function
Direct experience owning technical hiring strategy, including sourcing for niche scientific or engineering disciplines

Nice-to-haves

None flagged.

Application prep

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

Keywords to mirror

aiml

Platform: ashby
Effort: quick

Benefits

Benefits detected in the listing.

Vision