Job Description:
What You Will Own (Key Responsibilities)
1. Organizational System & Accountability
Build the operating rhythm of the company (OKRs, weekly reviews, reporting systems, alignment cadence)
Clarify roles, responsibilities, and ownership across the org
Implement mechanisms that improve execution and reduce management friction
2. Performance & Consequence Framework
Build a transparent KPI / OKR system tied to rewards and consequences
Install performance reviews, PIP/exit mechanisms, and reward top performers
Drive a culture of responsibility, speed, and outcomes — not activity
3. Talent Engine (Hiring + Onboarding)
Build a scalable hiring pipeline and interview scorecard for A-player recruiting
Oversee end-to-end hiring, with a focus on quality, speed, and cultural fit
Deliver a 14-day onboarding and 90-day ramp-up system so new hires perform fast
4. Culture & Values
Build rituals that strengthen identity, communication, and transparency
Protect team cohesion and reduce organizational noise
5. People Insights & HR Infrastructure
Set up HR policies, SOPs, and people analytics to track performance and efficiency
Partner with leadership on organizational design and headcount strategy
Improve people ROI (output-per-head) quarter by quarter
What Success Looks Like (6–12 Month Outcomes)
A clear organizational structure with no overlapping ownership
A performance-driven culture with reward/penalty clarity
A repeatable hiring and onboarding system that produces A-players
Reduced founder management load and higher org self-sufficiency
Higher execution, less drama, faster alignment across teams
Requirements
4+ years in HR, HRBP, or People Ops in a fast-paced startup
Experience building systems, not just maintaining HR processes
Strong command of performance management, hiring, and culture-building
Fluent Chinese + working English
Web3 or high-growth tech experience preferred
Outcome-driven. High standards. Zero politics. Extreme ownership mindset.
Job Requirements:
What You Will Own (Key Responsibilities)
1. Organizational System & Accountability
Build the operating rhythm of the company (OKRs, weekly reviews, reporting systems, alignment cadence)
Clarify roles, responsibilities, and ownership across the org
Implement mechanisms that improve execution and reduce management friction
2. Performance & Consequence Framework
Build a transparent KPI / OKR system tied to rewards and consequences
Install performance reviews, PIP/exit mechanisms, and reward top performers
Drive a culture of responsibility, speed, and outcomes — not activity
3. Talent Engine (Hiring + Onboarding)
Build a scalable hiring pipeline and interview scorecard for A-player recruiting
Oversee end-to-end hiring, with a focus on quality, speed, and cultural fit
Deliver a 14-day onboarding and 90-day ramp-up system so new hires perform fast
4. Culture & Values
Build rituals that strengthen identity, communication, and transparency
Protect team cohesion and reduce organizational noise
5. People Insights & HR Infrastructure
Set up HR policies, SOPs, and people analytics to track performance and efficiency
Partner with leadership on organizational design and headcount strategy
Improve people ROI (output-per-head) quarter by quarter
What Success Looks Like (6–12 Month Outcomes)
A clear organizational structure with no overlapping ownership
A performance-driven culture with reward/penalty clarity
A repeatable hiring and onboarding system that produces A-players
Reduced founder management load and higher org self-sufficiency
Higher execution, less drama, faster alignment across teams
Requirements
4+ years in HR, HRBP, or People Ops in a fast-paced startup
Experience building systems, not just maintaining HR processes
Strong command of performance management, hiring, and culture-building
Fluent Chinese + working English
Web3 or high-growth tech experience preferred
Outcome-driven. High standards. Zero politics. Extreme ownership mindset.
Benefits:
面议