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New York, New York, United States
Hybrid
Orbital is the AI platform for real estate legal work.
Real estate shapes the world around us: our homes, our workplaces and our cultural landmarks. It’s the infrastructure that powers everyday life and is the world's largest asset class. Yet behind every single deal, real estate and legal teams work hard to navigate decades-old complexity; manually connecting documents, hidden obligations, geo-spatial context, and multiple parties into a path forward. We connect the legal and physical record, so that path is clearer than ever before. Our mission is to make real estate transactions faster, clearer, and less manual.
Here, you'll be part of changing how the deals behind the largest asset class get transacted, and will help shape the future of real estate.
A bit about us:
🚀 We’re building at the forefront of AI technology, without losing the deeply human expertise our clients depend on.
🏢 Orbital is built with former practising real estate lawyers and 250+ years of combined legal expertise. We're purpose-built for the complexity of real estate: accelerating due diligence, drafting and negotiation, and deal coordination with legal-grade precision.
💰 We've just raised a $60m Series B, led by Brighton Park Capital, to accelerate our global expansion – $75m raised to date.
🤝 We're trusted by 5,000+ real estate professionals, spanning UK Magic Circle and US Am Law 100 firms, to household names like M&S. Leading firms like BCLP, Orrick, Goodwin, Womble Bond Dickinson and Clifford Chance rely on Orbital to remove the busywork, freeing legal and real estate teams to focus on sharp judgment, standout client service, and closing deals faster.
💡 Working at Orbital means joining a bold, ambitious team, with the trust to take ownership and make a real impact from day one.
This is the most senior People role in the company, reporting to our COO (based in the UK) and partnering closely with our CEO (based in New York). Your direct team is our UK-based People Director, our UK-based People Enablement Partner, and a US-based People Enablement Partner we're currently hiring into the New York office, and you'll shape how it grows from here. Talent Acquisition sits as a separate function and is not part of this remit today.
Your starting point is not a People roadmap handed to you in advance. It is the company strategy, operating model, growth plan, and AI-first ambition, and you'll use that context to set the people agenda.
Orbital is at an inflection point: as the company scales, the challenge is not just adding headcount but building an organization that uses AI deliberately, redesigns work where automation creates leverage, and equips managers and teams to operate effectively in that environment.
Lead from the business.
Your first team is the leadership team. You'll be part of commercial, product, and strategic conversations, bringing a people leader's perspective to business challenges rather than representing the People function in isolation. From there, you'll form your own view on where the company's growth is constrained, where organizational design is helping or hindering, and what the business needs to execute its plan. You'll help the leadership team pressure-test growth plans against organizational readiness, spot where management quality, role clarity, or team structure are becoming bottlenecks, and ensure that how we hire, develop, reward, retain, and structure teams is aligned with where the business is heading.
Set the People agenda from business context.
You won't be given a predefined project list. Instead, you'll assess what you learn from the business and set the people and organizational priorities from there, drawing on the People Directors strategic insight and operational knowledge from within the function to inform your thinking. That means making sure areas like organizational design, performance management, manager capability, onboarding, compensation strategy, benefits, career progression, and people systems are pointed at the right business problems and prioritized accordingly. A major part of the brief is translating current business realities into a sharper People mandate and challenging existing priorities when the business context demands it.
Strengthen manager capability and performance.
How Orbital defines, enables, and recognizes high performance is one of the biggest opportunities for this role to shape. You'll set the standard for what good management looks like here, shape how performance, progression, and recognition are assessed across the company, and hold your peers on the leadership team accountable for the quality of management on their own teams.
Develop the People team.
You'll be the consistent presence the team anchors around, invest in their growth, develop clear ownership within the function, and be accountable for the team's development over time, not just its immediate output. Over time, you'll shape an AI-first, high-leverage function that combines strategic leadership, people product thinking, manager enablement, and operational backbone.
Significant experience leading a People function at senior level (VP, CPO, or equivalent). You bring real depth across the people discipline. That foundation is essential, but what sets you apart is the ability to operate beyond it.
A track record of sitting at the leadership table and influencing business decisions, not just delivering a People agenda within one.
Strong commercial instincts. You understand how businesses make money, what impacts delivery, where growth gets stuck, and how organizational design affects all of it.
Experience scaling a business through the 100-to-250 headcount phase, with the judgment to know what matters at each stage.
Senior-level fluency with the US market as an employer, including compensation norms, talent dynamics, and the regulatory landscape that shape how People functions operate at scale.
Experience leading a People function across multiple geographies, with the judgment to run a distributed team and a clear grasp of how labor markets, employment frameworks, and cultural norms differ between regions.
The ability to translate business context into a people and organizational strategy, and to challenge existing priorities when the business context demands it.
Experience leading through a People team, setting direction and standards without owning every deliverable.
Direct experience of a Series B to Series C growth journey.
Built out a People function from an early-stage base, rather than inherited one.
Familiarity with the Built for People framework or equivalent product-led thinking applied to People.
You'll join a startup at an exciting inflection point, with real influence at the leadership table from day one.
You'll shape the People function rather than inherit one, with room to build it around product thinking and AI leverage.
You'll tackle the kind of business challenges that make this a genuinely career-defining role.
You'll be part of a collaborative, highly ambitious and friendly culture where curiosity and innovation are celebrated.
Compensation: We offer a competitive starting salary in the range of $250,000-$300,000, depending on experience. We share salary ranges upfront to build trust, reduce bias, and support an inclusive process, even as we continue developing our internal pay structures.
We believe in flexibility, but we're also big on in-person collaboration. This role is based in our New York office with minimum two days a week, with additional time in as needed for things like all-hands, interviews, or team sessions. It's about being present when it matters, and balancing autonomy with impact.
401k match and equity options in a fast-growing start-up.
Comprehensive medical, dental, and vision coverage for you and your dependents.
Rest and Recharge: 20 days paid holiday (plus public holidays), so you can rest, recharge, and take care of what matters most to you.
Generous parental leave policy designed to support all parents and caregivers in balancing family and work life, in addition to any state-mandated paid family leave entitlements.
Professional equipment and personal development budget along with training opportunities to learn and develop your skills.
Pre-tax commuter benefits to help you get to and from the office.
We're in the process of building an inclusive, welcoming culture where everyone feels seen and valued. Expect regular team off-sites, shared lunches, and social events, with something for everyone.
🔒 Security is everyone’s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.
💡 At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.
💰 This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.
Everyone who works with Orbital goes through background screening before they start. It's part of how we keep Orbital secure, for the people who work here and for the client information we're trusted with.
