Director of People

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

📋 Description

• Manage the mid-year and annual performance management cycles from start to finish, encompassing design, timelines, communication, execution, and evaluations.

• Define performance cycle outcomes, implement changes as necessary, and uphold efficient processes when no alterations are required.

• Oversee compensation and benefits, which includes band design, benchmarking methods, benefits renewals, annual compensation cycles, leveling, and pay alignment.

• Ensure HR compliance by handling multi-state registration, I-9 documentation, employee handbook, classification, postings, backlog resolution, escalation, and coverage protocols.

• Equip managers for performance discussions and calibration processes.

• Create playbooks and self-service tools for managers.

• Provide ongoing support for around three dozen frontline managers.

• Recognize and automate manual tasks in people processes while developing widely accepted manager tools.

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

• Establish decision-making rights for team members and enhance their decision-making authority.

• Present initiatives to the C-suite and advocate for compensation choices to the CFO.

⛳️ Requirements

• Proven experience managing a complete performance cycle from start to finish, more than once, in an organization with 150 or more employees.

• Demonstrated ownership of compensation and benefits, including band design, benchmarking methods, benefits renewals, and the annual compensation cycle.

• Knowledge of HR compliance, encompassing multi-state registration, I-9 documentation, employee handbook, classification, and postings.

• Experience in constructing, adopting, and sustaining a people system over at least two cycles.

• Proven ability to automate or reconstruct a people process with verified adoption and sustained or enhanced quality.

• Experience in scaling a company of this size to significantly larger, either in headcount or revenue, on more than one occasion.

• Clear instances of coaching, mentoring, and developing a team that produced exceptional results.

• Player-coach experience: leading a team while also delivering individual contributions.

• This must not be the candidate's first Director-level role in people management.

• Preferred: insights and examples regarding enhancements in performance management.

• Preferred: ability to differentiate between process issues and manager capability issues.

• Preferred: readiness to address difficult topics in calibration meetings.

🏝️ Benefits

• Remote-first work environment.

• A diverse and inclusive team and culture.

• Equal Employment Opportunity workplace.