Head of People

ScorePlay is the AI-powered media infrastructure for sports, built to automate the content operations behind the world's biggest sports organizations. We work with 300+ leagues, competitions, teams and broadcasters – including Ligue 1 and Premier League clubs, NBA and NFL teams, the Tour de France, the Australian Open, and leading bodies like UEFA and FIBA – helping them turn every moment on and off the field into high-value, structured content. Our platform brings all their media into one place and makes it effortless to find, edit and share in seconds.

Founded in 2021, we’re a 50-person team based between New York and Paris, growing 2x year over year with 98% retention. We’ve raised $20M+ from top investors including Alexis Ohanian and Harry Stebbing’s 20VC and elite athletes like Kevin Durant, Raphaël Varane, Mario Götze, Nico Rosberg and Giannis Antetokounmpo.

If you’re passionate about sports and thrive in fast-paced environments - and you want to help shape how the next generation of fans experience sports, you’re in the right place. We’re on track to become the global leader in sports media, and this is definitely the best time to join our adventure.

As our Head of People, you’ll own everything related to our growing workforce (65 people today). Compensation, leveling, performance, org design: most of it exists today and yours, and it’s yours to upgrade to make sure it remains best-in-class as we scale. You’ll lead a lean team across Talent Acquisition and Talent Development (2 people for now), work directly with the CEO and Head of Ops, and have a real say in how ScorePlay scales internationally.

It’s also a rare chance to answer a question most People leaders are only starting to ask: what does a high-performing company look like when AI changes roles, team sizes and what we hire for?

This is a hands-on builder role. You’ll design the frameworks yourself, make decisions with data and ship them.

• Organizational design & workforce planning: Design organizational structure, spans, team composition, and headcount plans as we scale, including how AI changes roles, team sizes, and what we hire for.

• Performance, leveling & talent management: Build consistent leveling and performance frameworks across functions. Oversee performance cycles and calibration, and own talent reviews, succession planning, and the resolution of legacy leveling inconsistencies.

• Compensation, equity & benefits: Build competitive, internally consistent compensation bands, equity frameworks, and regional benefits. Own compensation benchmarking, offer governance, and compensation cost discipline, with particular attention to US-market competitiveness.

• Hiring strategy & talent standards: Define hiring priorities, workforce needs, and senior hiring, and set a consistently high talent bar, including AI fluency.

• High-performer retention & growth: Identify and retain top talent, build meaningful career paths, and own succession and development plans. Monitor regretted attrition and address systemic retention risks.

• Manager effectiveness: Equip managers to hire, develop, evaluate, and retain strong teams. Set practical management standards and oversee manager development, with clear accountability for performance and people decisions.

• Culture & organizational health: Maintain a cohesive, high-performance culture across regions and hybrid teams. Identify and address organizational friction, engagement risks, and gaps in accountability or collaboration.

• People analytics & governance: Define clear People KPIs, review cadence, and decision frameworks. Lead strategic employment-structure decisions, including entity/EOR considerations, in partnership with Finance and Legal.

• People function leadership: Lead and develop the People team, ensuring strong execution of recruiting, employee lifecycle, employee relations, compliance, and HR operations through the team and appropriate external experts.

• Experience building People programs in high-growth tech companies, ideally with 8+ years of progressive experience across People Operations, People Strategy, HRBP, or related roles.

• Proven ability to design and implement People frameworks, in at least two of the following areas: compensation and job leveling, performance management and calibration, talent development, or organizational design.

• Strong analytical and business judgment, with the ability to use data to diagnose organizational problems, evaluate trade-offs, and develop practical recommendations that balance employee experience, performance, and financial discipline.

• A first managerial experience required, having led and developed at least a small People or HR team.

• Comfort operating hands-on in a lean, fast-moving organization, building practical first versions of processes and systems rather than relying on large teams or extensive external support.

• Join at a pivotal moment: the V1s are live and working well, and now we’re building the next version together as we scale fast

• A global People agenda: teams in Paris, New York and across Europe, with US and European comp, employment and culture questions on your desk.

• Real influence: you’ll work with the CEO and Head of Ops and bring People expertise into the decisions that shape the company.

• A high bar: the goal is to have the best possible person in every seat, and you set the standard for what that means.

We know many people hesitate to apply if they don’t meet every single requirement on a job description. If you’re interested in ScorePlay but not sure you tick all the boxes, we’d still love to hear from you, this could be the start of a great long-term collaboration.