Head of People

Head of People

Hybrid · Ghent, Belgium (HQ)

Reports to the Chief of Staff

Polysense builds operational intelligence software for food manufacturers. Companies like Agristo, Lotus Biscoff, and La Lorraine already run on it.

We're about 40 people today, two months off an $11M seed round as we build toward Series A. Performance, coaching, recognition, growth: it all sits informally with the founders right now, and it doesn't scale.

As our Head of People, this is a build-it-yourself role. There's no framework to inherit and no playbook to follow. You're writing it as you go, then rewriting it as we grow. You'll touch the performance system, coaching for our mostly-first-time managers, targeted L&D, recognition, and a handful of comp-adjacent projects that have never had an owner. You'll also do some hands-on recruiting early on, fading out as you settle into the rest.

If you nail one thing, make it the performance framework. Everything else cascades from there.

Mission: build the performance culture and people foundation that lets Polysense keep its bar high while it grows.

The review structure, the leveling grid, the internal comms that explain it, one shared bar across every team, not just engineering. Build it to work at our size now, then keep it working as we grow.

You're who our newer managers come to for the harder conversations: real feedback, handling low performers, the stuff nobody hands you a script for.

You spot the actual skill gaps, team by team, and build focused training to close them. Not generic, not compliance-style, the real thing.

Today it's ad hoc Slack shout-outs. You build real, structured recognition tied to a visible growth path.

A handful of low-cost, high-value structural projects, mobility budgets tied to leveling, a flexible income plan, sector wage schemes, stalled purely on capacity. Yours to pick up.

Real hiring work at the start, so you understand the org and the bar from the inside. Fades out as you move fully into the rest.

Not in scope: full-cycle recruiting isn't where this role lands long-term, that stays with the Talent Partner track.

Key point: this isn't a process-heavy People Ops role. You're building a performance-first, high-performing-team culture, not a policy-and-checklist HR function.

✓ Month 1-3: you've mapped what exists today across the org, and what doesn't. The performance framework work is already underway.

✓ Month 3-6: quick wins like the wage-supplement and mobility-budget projects are already live. The performance framework itself never really «finishes,» but priorities are clear and progress is visible.

✓ Year 1: the performance framework is in place and running, used across the organization. There's a clear, calibrated bar for what good performance looks like, real ways to get people there, and clarity on where the training gaps are. Other projects are moving too.

✓ Managers have a real liaison, coach, and mentor: someone to spar with, sharpen their feedback, and help them build a strong culture on their own teams.

✓ Recognition is visible and structured, tied to a real growth path, not ad hoc Slack shout-outs.

Mindset & way of working

People join a company like Polysense for the impact they can have, the freedom to build something, and the growth, both theirs and ours.

We're early-stage. We just closed our seed round and we're building toward Series A, with real customers like Agristo, Lotus Biscoff, and La Lorraine already running on what we've built.

Join now and you're not inheriting someone else's people playbook, you're writing the one this company runs on for years. A big company usually means a fixed lane, and a culture that has rusted in place long before you got there. Here you'll shape how our culture evolves and what structure it needs to truly feel alive.

Also, if you're good here, people notice fast, and the shape of this role is still yours to define. We don't know exactly how big this gets. But getting in early, on something this foundational, is worth something you won't get anywhere else.

💌 Ready to join us?

If this has got you excited, let us know by applying now!