Head of People & Culture (f/m/d)

Job description

About TACTILIA At TACTILIA, we are building the industry-ready robotic hand that closes one of the biggest gaps in Physical AI. Spun out of Schunk, the global market leader in gripping technology, we combine a decade of robotic-hand expertise and real industrial access with the speed and ambition of a deep-tech startup. This isn't a research project waiting for its first customer. We already have a product, customers are ready to use it, and we are launching now. Your work will directly shape the team, culture and processes that make that possible. You will join at the moment when a handful of people become a real organization: how do we build a team, and the People & Culture foundations behind it, that are as reliable and scalable as the product we're bringing to market? The Role: You'd be our first Head of People & Culture. That means leading and scaling the whole People function — Recruiting, People Ops, and HRBP — setting direction, building the team under you, and raising execution quality as we prepare for rapid growth. Some days you're sourcing a candidate yourself. Other days you're sitting with the CEO working out what the org chart needs to look like in a year. Both matter equally here. What you will do: Building a world-class talent engine. Own hiring end to end — workforce planning, sourcing, assessment, candidate experience, interviews, executive recruiting, and closing, across technical and leadership roles. Build our channels and our reputation as a place worth joining, from nothing. Designing the org for scale. Work with the CEO, CTO, and department leads on structure, leadership roles, succession, decision rights, and spans of control — figuring out what the org needs to look like before we're forced to react to it. Raising the management and performance bar. Build practical, no-nonsense systems for goals, feedback, development, promotions, and accountability. Running the whole employee arc. First interview to onboarding to growth to, if it ever comes to that, a good exit plus the plumbing underneath it: HRIS, payroll, benefits, immigration, policies, employee relations, and the People data that tells you whether any of it's working. Owning comp and rewards. Partner with leadership on leveling, salary bands, equity, promotion standards, and comp reviews that stay fair as we grow, not just defensible. Holding things together through change.…