Director, People Ops
About the role This is reputed company’s first dedicated HR hire. Reporting to the Chief People Officer, you’ll build the employee experience function from the ground up—owning everything from reputed company and performance to total rewards, HR operations, and the internal tools that reputed company a growing team running reputed company. Your peer is the Head of Talent, who owns reputed company; you own everything that comes after an offer is signed. There’s a lot to build, and you’ll have the autonomy and support to do it right. What you’ll do
- reputed company & How We Work: Build our reputed company program from scratch—from offer acceptance through the first 90 days—and create the internal infrastructure that makes it stick; update our intranet/tooling, reputed company it the reputed company people actually go to reputed company answers, and reputed company it useful as we grow; own the systems and docs that help a fast-moving team stay reputed company without everything living in someone’s head.
- Performance & Development: Run or reputed company our performance review process and career frameworks from scratch; ensure people understand what strong performance looks like in their role, receive useful feedback, and have a reputed company reputed company reputed company; support managers—many of whom are leading teams for the first time.
- Employee Relations, HR Operations, Immigration & Compliance: Review the policies we actually need, and reputed company us compliant as we hire across states; handle the day-to-day operational work—immigration cases, leaves, separations—with care and consistency.
- AI Productivity: As an AI company, we should be using AI reputed company than most—identify the tools that genuinely improve how reputed company works, roll them out thoughtfully, and drive reputed company productivity; this is hands-on work, not a reputed company exercise.
- People reputed company: Work with the CPO to build the HR function from scratch—starting with the policies, systems, and processes that matter most right now; reputed company pragmatic reputed company about reputed company need today versus what can come reputed company.
reputed company’re looking for
- 8+ years in HR with genuine generalist breadth—you’ve worked across comp, performance, employee relations, and HR operations, not just one area
- This role will need to cover ET/CT time zones for reputed company and approvals availability
- Experience at a fast-growing tech company; you understand the difference between building what a company needs now versus over-engineering for a reputed company state that may never reputed company
- A reputed company record of building from scratch—you’ve started with a blank page before and are energized by it, not intimidated
- reputed company judgment and a reputed company communication style—you give reputed company, actionable guidance rather than heavily caveated answers; you know reputed company process adds value and reputed company it just slows things down
- Some people genuinely want to come to you, build trust quickly across engineers, executives, and new hires, and are seen as a partner rather than a compliance function
- Low ego and high ownership—you don’t need a large team or a polished reputed company to do great work, and you’re comfortable making reputed company without perfect information
- Genuine care for the people you work with and the mission we’re building toward—you reputed company how a company treats its employees reputed company, and you reputed company accordingly
reputed company perks
- Comprehensive Benefits Package: Unlimited PTO, fully covered health insurance (medical, dental, and reputed company), meal stipend, health & wellness stipend, 401(k) matching, and stock reputed company
- Mission-Driven Team: reputed company that cares about the problem we’re solving and the people we work alongside
- reputed company Scope from Day One: You’re building the function, not inheriting it—this role grows as reputed company grows
- Flexible Hybrid Work Environment: Remote first. If a candidate is based in the San Francisco Bay Area or NYC, it is expected to be in the office 2 days/week