About Semidynamics

Semidynamics is a European deep-tech company specialized in the design of high-performance and highly customizable RISC-V processor IP, targeting Artificial Intelligence (AI), Machine Learning (ML), and High-Performance Computing (HPC) workloads. Founded in 2016 and headquartered in Barcelona, Semidynamics delivers cutting-edge semiconductor IP solutions that integrate CPU cores with advanced vector and tensor units, enabling customers to build differentiated and ultra-efficient computing systems. The company operates in a highly innovative, international, and fast-growing environment, collaborating with leading industry players and participating in strategic European technology initiatives.

Role Purpose

The Head of People will lead the People function at Semidynamics, ensuring the organization scales effectively while maintaining a high-performance, collaborative, and engineering-driven culture.

This role combines strategic leadership and hands-on execution , with a strong focus on developing the People team, strengthening hiring capabilities, and building a robust talent management framework. The position will play a key role in shaping the company’s people strategy, supporting leadership development, and ensuring that recruitment, performance management, and organizational practices enable the company’s continued growth and innovation.

The Head of People will work closely with executive leadership and managers to implement scalable HR practices suited for a fast-growing deep-tech company, ensuring clarity, accountability, and strong management practices across the organization.

Key Responsibilities

• People Function Leadership
• Lead and develop the People team, ensuring the function effectively supports the company’s growth and organizational needs.
• Define and implement the People strategy aligned with business priorities.
• Establish scalable HR processes and governance suitable for a fast-growing technology company.
• Ensure effective delivery of core HR functions including talent acquisition, employee experience, and HR operations.

Talent Acquisition & Workforce Planning

• Strengthen the company’s hiring capability and ensure high-quality recruitment processes across the organization.
• Partner with leadership and hiring managers to define workforce planning and hiring priorities.
• Oversee the full recruitment lifecycle for critical and highly specialized technical roles.
• Develop sourcing strategies and employer branding initiatives to attract top engineering and deep-tech talent.

Talent Management & Performance Culture

• Design and implement a structured performance management framework, including goal setting, performance reviews, and development discussions.
• Implement clear performance scorecards and management practices to improve accountability and team effectiveness.
• Support managers in developing leadership capabilities and effective team management practices.
• Foster a culture of feedback, growth, and continuous improvement across the organization.

Organizational Development

• Support leadership in defining effective organizational structures and scalable team models.
• Develop frameworks for career development, internal mobility, and succession planning.
• Contribute to strengthening employee engagement and a high-performance culture.

HR Governance & Compliance

• Ensure compliance with labor regulations and HR best practices across company locations.
• Maintain HR policies and procedures aligned with company values and operational needs.
• Ensure HR processes are efficient, transparent, and scalable as the company grows.

Strategic Partner to Leadership

• Act as a trusted advisor to the executive team on organizational, leadership, and people-related matters.
• Provide data-driven insights on hiring performance, workforce trends, and organizational health.
• Support leadership in managing organizational growth and change.

Profile We Are Looking For

• Proven experience building or transforming People functions in scaling technology or deep-tech environments.
• Track record supporting organizations transitioning from founder-led structures to scalable operating models.
• Experience working with highly specialized technical teams (engineering, hardware, R&D, or similarly complex domains).
• Strong builder mindset: able to design and implement simultaneously.
• Pragmatic, execution-oriented, and comfortable operating in ambiguity.
• Business-aligned perspective; understands operational and technical realities.
• Ability to influence senior technical stakeholders with credibility and respect.
• Excellent communication skills in English and Spanish.