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RevolutionParts is a high-growth SaaS company modernizing and transforming the automotive parts eCommerce ecosystem. Our platform enables enterprise and mid-market customers to operate more efficiently, grow profitably, and deliver best-in-class digital experiences in an industry that has historically lagged in innovation.
Founded in 2014, RevolutionParts combines deep automotive domain expertise with modern SaaS infrastructure to power a more efficient, scalable, and connected supply chain. We are building the industry-defining platform—and we’re entering the next phase of scale
RevolutionParts is entering its next phase of scale.
We’ve built a category-defining SaaS platform modernizing automotive parts eCommerce, serving 2,750+ customers with ambitions to 3x the business over the next several years. We are VC-backed, growth-oriented, and moving from founder-led execution toward durable, scalable operations. We also believe the next $100M of revenue should be built on dramatically more leverage per employee than the last. That means an organization where AI is woven into how every team operates, hires, performs, and grows.
To get there, we need a Head of People who has done this before, and who is already operating in an AI-native way.
This is not a maintenance role. This is a builder-operator role for a senior People leader who has guided a company through the Series A → B → C journey (or equivalent revenue and headcount scale), knows what breaks, what matters, and what must be built before it becomes painful, and who is fluent enough in AI to architect a People function and a workforce that runs on it.
You will partner directly with the CEO and executive team to build the leadership depth, operating discipline, AI-leveraged ways of working, and people systems required for the next chapter of growth, and eventual liquidity.
Location: We’d love to find someone in the Phoenix area, but we’re open to exceptional U.S.-based remote talent as well.
The Mission:
Build a high-performance, AI-leveraged organization that scales revenue, talent, and leadership without losing speed or culture.
You will own the full People function (strategy and execution) and ensure People decisions are directly tied to business outcomes. You will also be the executive most responsible for raising the AI fluency of the company: redesigning roles, workflows, and performance expectations around what an AI-augmented team can actually do.
Executive Partnership & Scale Readiness
- Act as a trusted advisor to the CEO and executive team on org design, succession, leadership effectiveness, and workforce planning, including how AI reshapes capacity and headcount assumptions.
- Prepare the company for board-level scrutiny, diligence, and future exit scenarios (PE, M&A, or IPO).
- Translate business strategy into people strategy with clear operating rhythms and accountability.
Organizational Design & Leadership Depth
- Design and evolve org structures that support growth from ~150 → 250+ employees, with AI leverage built into capacity planning rather than bolted on after the fact.
- Build leadership bench strength, succession plans, and readiness across critical roles, including the AI fluency required of every leader operating at scale.
- Coach executives known for results, not theory.
Talent Density & Hiring Excellence
- Build scalable, data-driven hiring systems that prioritize talent density over volume.
- Make AI fluency a first-class signal in hiring. How candidates think, work, and produce with AI is part of how we evaluate them.
- Raise hiring standards while maintaining speed in a competitive market.
- Ensure consistent, bias-aware decision-making tied to long-term performance.
People Infrastructure That Actually Scales
- Architect and professionalize People systems: HRIS, performance management, compensation, leveling, and career frameworks.
- Build a People function that runs AI-forward by default, using AI to operate with leverage rather than headcount, and modeling for the rest of the company what an AI-native function looks like.
- Ensure compliance, data integrity, and operational excellence without bureaucracy.
- Build dashboards that executives actually use to run the business.
AI Fluency & Ways of Working
- Partner with functional leaders to redesign workflows, role definitions, and team structures around AI-augmented productivity.
- Build the onboarding, training, and enablement programs that raise the AI fluency floor across the company.
- Establish performance frameworks that recognize and reward AI-leveraged impact, so the operating model and the incentive system point in the same direction.
- Treat AI enablement as a change-management mandate, not a tools rollout.
Performance, Rewards & Culture
- Design compensation, incentive, and equity programs aligned with accountability and value creation.
- Reinforce a performance-driven, values-aligned culture through periods of change.
- Maintain trust, transparency, and engagement as the company scales, and as the way we work evolves.
- Measurably higher talent density across leadership and critical roles
- Clear succession coverage and leadership readiness
- Strong retention with low regretted attrition
- Demonstrable lift in revenue and output per employee, driven by AI-augmented ways of working
- People KPIs clearly tied to revenue, productivity, and operating leverage
- A People function (and a broader organization) that scales ahead of growth, not behind it
You are likely a fit if you have:
- Served as the top People leader for a SaaS or tech-enabled company through Series A → C or ~$30M → $100M+ revenue scale
- Scaled organizations from ~100 to 300+ employees
- Partnered directly with a CEO and executive team under real growth pressure
- Built People systems from scratch, and rebuilt them when they broke
- Personally fluent in modern AI tools and have already reshaped your own function or workflows around them. You’re not learning AI on this job; you’re already operating that way.
- Strong business acumen and comfort tying people decisions to financial outcomes
- Executive presence, sound judgment, and a bias toward action
Bonus (not required)
- Experience leading AI adoption or change management at company scale
- Experience in PE-backed environments, M&A integration, or IPO readiness
- Executive compensation and equity program design
- Regular interaction with boards or financial sponsors
- Direct CEO partnership and meaningful influence on company trajectory
- Real authority to build (not inherit) the People function, and to define what an AI-native operating model looks like at scale
- A company past product-market fit and entering true scale
- High expectations, high trust, and high impact
If you’ve lived the Series A → C journey and are ready to do it again with more leverage, clarity, and impact, we’d love to talk.
If this is you, then please apply and include a cover letter describing why you are the right person for this role!
RevolutionParts is proud to provide all full-time Revolutionaries with a comprehensive employment package including competitive compensation, career development, benefits, 401K match, parental leave, and many more valuable perks. You can learn more about our core-value driven culture at our career page.
RevolutionParts is an Equal Opportunity Employer; we value diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, gender orientation, gender identity or expression, sexual identity, sexual orientation, age, marital status, family status, genetic information, veteran status, or disability status.
Please Note: You will only receive correspondence through the Gem ATS or from a @revolutionparts.com email address. If you are receiving communication through any other platform or domain, it may be fraudulent, and we urge you to ignore the communication.
*The salary range listed reflects the base pay only. In addition, this role includes a variable bonus structure based on performance metrics between 20%-30% annually.
The base pay range for this role is $165,000 – $240,000 per year.
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