• Own Pavilion’s hiring philosophy and maintain an uncompromising bar for talent quality. • Design and continuously refine structured, high-signal interview processes. • Partner with hiring managers to ensure every hire is intentional, accretive, and aligned with Pavilion’s standards. • Personally lead or tightly oversee hiring for ~5–10 roles per year, including strategic backfills. • Hold hiring managers accountable to preparation, rigor, and decision quality. • Design and manage Pavilion’s performance review process, ensuring clarity, fairness, and high expectations. • Build clear professional development paths that help employees grow their skills, impact, and careers. • Support managers in delivering direct, thoughtful feedback and coaching. • Create systems that reward high performance while addressing underperformance decisively and humanely. • Act as a steward of Pavilion’s culture: high standards, hard work, mutual respect, and care for the whole person. • Ensure employees feel supported, challenged, and well taken care of in exchange for doing meaningful, demanding work. • Proactively identify friction, burnout risk, or morale issues and address them early. • Inject fun, connection, and humanity into the day-to-day employee experience. • Own planning and execution of Pavilion’s in-person team experiences, including at least one major US-based company offsite annually. • Design retreats that strengthen trust, alignment, and shared ambition—not just social time. • Own core People processes and policies with a bias toward clarity and simplicity. • Ensure Pavilion operates with professionalism, consistency, and legal compliance without becoming bureaucratic.