Local or 100% Remote

Who we are 

Our mission at Point is to make homeownership more valuable and accessible to all. Every day, we explore, build, and iterate to create innovative financial products that improve the lives of our customers. Together, we’re creating the premier full-stack home equity platform to help current homeowners access their home wealth and aspiring ones realize their dream of homeownership. Point has raised over $180M from Andreessen Horowitz, WestCap, Prudential and other leading investors.

About the role

We are seeking a dynamic and impactful HR leader to drive strategic initiatives that shape the future of our organization. In this role, you will collaborate closely with senior leadership to align HR strategies with company goals, fostering a culture of performance excellence and continuous growth. You will lead efforts to enhance employee engagement, implement development programs, and cultivate an inclusive, positive workplace environment. With a focus on innovation and change management, you’ll guide the organization through transformative initiatives while leveraging data-driven insights to optimize HR processes. If you’re passionate about empowering people, driving meaningful change, and making a lasting impact, this is an exciting opportunity to lead at a strategic level.

Our culture

We are a people-first, value-driven team. We come from varied backgrounds, experiences, and time zones. Our teams are aligned in service to our goal — to improve the lives of customers. Our culture is built on sharing ideas, supporting each other, and being empowered to do our best work. Find out what you can accomplish as part of an engaged, high-achieving team focused on a common goal.

Your responsibilities

• Strategic Planning: Collaborating with stakeholders to understand the organization's long-term (quarterly, bi-annual, annual) goals and develop HR strategies that support these objectives. This Pointer will ensure that the HR function is integrated into the overall strategic planning process, solving for the needs of the employee base.
• Employee Relations: Advise all levels of management, global functional teams and creators on day-to-day and strategic employee relations matters, fostering a positive, inclusive, and legally compliant work environment.
• Performance Management: Designing and implementing performance management systems that link individual and team performance to the organization's goals. This future Pointer will help create a culture of performance excellence and continuous improvement.
• Employee Development: Developing training and development programs to enhance employees' skills and capabilities, aligning them with the organization's priorities. This future Pointer will create infrastructure with associated systems to promote opportunities for career growth and skill enhancement.
• Succession Planning: Identifying and developing future leaders within the organization through succession planning initiatives. This future Pointer will ensure that the organization has a pool of qualified internal candidates for key roles.
• Change Management: Supporting organizational change initiatives by anticipating the impact on employees and developing strategies to manage the change effectively. This future Pointer will facilitate smooth transitions during periods of organizational change.
• Employee Engagement and Retention: Implementing initiatives to increase employee engagement, job satisfaction, and retention. This future Pointer will understand the factors that contribute to employee satisfaction and work to improve the overall employee experience.
• HR Analytics and Metrics: Using data and analytics to make informed decisions about HR practices and measure the impact of HR initiatives on the organization's performance. This future Pointer will analyze trends and metrics to optimize workforce planning, alongside any HR program iterations.
• Compensation and Benefits: Designing competitive compensation and benefits packages that align with the organization's strategic objectives while attracting and retaining top talent.

About you

• HR Leadership: At least 8+ years of HR experience, including 2+ years managing direct reports in a global, matrixed environment.
• Strategic Collaboration: Strong ability to partner with senior leaders and align HR initiatives with organizational goals.
• Global Influence: Proven skills in navigating complex, cross-functional teams across multiple geographies.
• Conflict Management: Expertise in resolving conflicts and fostering agreement among diverse stakeholders.
• Communication Proficiency: Exceptional written, verbal, and interpersonal communication skills to influence and lead effectively.
• Project Management: Demonstrated success in managing strategic projects and delivering impactful results.
• Analytical Strength: Skilled at leveraging data and analytics to solve problems and inform HR strategies.
• Process Improvement: Track record of driving innovation and efficiency through progressive people strategies.
• Resilience in Ambiguity: Adaptable and action-oriented, with the ability to thrive in fast-paced, uncertain environments.
• Diversity & Inclusion: Strong appreciation for and ability to contribute to diverse, inclusive teams.
• Business Mindset: A keen understanding of business dynamics and a focus on achieving measurable outcomes.
• Educational Foundation: Bachelor’s degree in HR or related field, or equivalent experience demonstrating the role's competencies.

Our benefits 

Generous health benefits

• We provide medical, dental, and vision plans with options for flexible spending accounts (FSA) and health savings accounts (HSA).

Unlimited paid time off

• Recharge with unlimited paid time off and 10 company holidays. 

Flexible remote & onsite work

• Our teams work from many different locations and time zones. We support fully remote work and also have an amazing in-person environment in our downtown Palo Alto, CA HQ. 

Fully paid parental leave

• Point will true-up wages from state-applicable PFL earnings so that the employee’s total gross pay will be equivalent to 100% of their regular base pay, as well as two weeks of fully paid leave to be available after exhaustion of state PFL. 
• For employees in states without Paid Family Leave, Point will provide up to 8 weeks of paid parental leave. 
• In addition, all employees will receive 4 weeks of fully paid transition time. For four weeks after returning from parental leave, and following the use of all other paid leave benefits, you may work part-time, meaning two or three days per week, and receive 100% of regular base pay.

Financial wellness

• We provide 401K retirement plans for employees as well as guaranteed life insurance and short- and long-term disability coverage. Full-time employees have the opportunity to take ownership in the company through equity options.

Extra work/life benefits

• We provide monthly stipends for internet, mobile plans, and a one-time home office reimbursement. 

 

Point is proud to be an equal-opportunity employer. We provide employment opportunities regardless of age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, veteran status, or any other protected class. Each individual at Point brings their own perspectives, work experiences, lifestyles, and cultures with them, and we believe that a more diverse team creates more innovative products, provides better services to customers, and helps us all grow and learn. 

Compensation at Point will be determined by skills, experience, and geographic location. Point has identified the expected annual base salary range for roles at this level based on market by tiers (Region | Location | Market Range):

• Tier 1 | San Francisco Bay Area, New York, Los Angeles, & Seattle | $157,600 - 236,400
• Tier 2 | Chicago, Austin, Denver, Boston, Washington DC, San Diego | $133,600 - 200,400
• Tier 3 | All other US metro areas | $126,400 - 189,600

This does not include any other potential components of the compensation package, including equity, benefits, and perks outlined above. At the launch of each position, we benchmark compensation to the appropriate role and level utilizing competitive compensation data from various data sources as references. At the offer stage, we use the signal we received from our interviews coupled with your experience, location, and other job-related factors to determine final compensation.