Director of People

This is a fully remote position, open to applicants in United States.

📋 Description

• Oversee the mid-year and annual performance management cycles from start to finish, which includes design, timelines, communication, execution, retrospectives, and process enhancements.

• Manage compensation and benefits, covering aspects such as band design, benchmarking methodology, benefits renewals, annual compensation cycles, leveling, and pay alignment.

• Handle multi-state HR compliance, which involves registration, I-9, handbook, classification, postings, backlog resolution, escalation, and coverage protocols.

• Support managers in performance discussions and calibration.

• Develop playbooks and self-service resources for managers.

• Provide ongoing support for around thirty front-line managers.

• Identify and automate manual HR processes and create tools that are readily adopted by managers.

• Lead and nurture an HR Business Partner and a Total Rewards and People Analytics lead.

• Establish decision-making authority for the people team.

• Achieve first-year objectives including executing the annual cycle, enhancing calibration, resolving compliance backlog, decreasing manager time, and empowering team decision-making.

⛳️ Requirements

• Experience managing the full performance cycle end-to-end multiple times in an organization with 150 or more employees.

• Proven expertise in overseeing compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles.

• Background in HR compliance, encompassing multi-state registration, I-9, handbook, classification, and postings.

• Proven track record in building, adopting, and maintaining a people system over at least two cycles.

• Experience in automating or reconstructing a people process with successful team adoption.

• History of scaling a company of similar size to significantly larger in terms of headcount or revenue, on more than one occasion.

• Clear examples of coaching, mentoring, and developing a team that achieved exceptional results.

• Player-coach experience: leading a team while personally contributing to work delivery.

• Applicants must not be seeking their first Director-level role in people management.

• Familiarity with performance management, total rewards, HR compliance, manager enablement, and people analytics.

🏝️ Benefits

• Remote-first work culture.

• Opportunity to take ownership of performance, total rewards, compliance, manager enablement, tools, and the HR team.

• Access to executive leadership and C-suite interactions.

• Direct feedback and a high degree of autonomy.

• Chance to develop AI-driven tools and automation.

• Opportunities for professional coaching, mentoring, and team growth.

• Commitment to Equal Employment Opportunity and a focus on diversity, equity, and inclusion.