Director of Talent & People Operations

Overview

This opportunity is for a Director of Talent & People Operations based in the United States. The role is central to shaping a fast-growing, mission-led organization where talent, culture, and operational discipline work together. You will oversee the entire talent and people operations lifecycle, combining strategic planning with hands-on execution to build hiring, HR, and employee support systems that can scale with the business.

You will partner closely with leadership to improve how the company attracts, develops, and supports employees. The position also includes responsibility for compensation frameworks, performance processes, organizational design, and workplace systems that influence employee experience, retention, and overall business performance.

Core accountabilities

• Direct end-to-end hiring operations and work with managers to create efficient, high-quality recruiting workflows.
• Run the people operations function across the full employee journey, building policies, processes, and infrastructure that can support growth.
• Shape and administer total rewards, covering pay structures, benefits programs, and equity alignment.
• Improve onboarding and exit processes so they are consistent, compliant, and engaging for employees.
• Maintain HR compliance across applicable rules and standards, including privacy, security, and industry-related requirements.
• Lead performance management initiatives such as review cycles, feedback mechanisms, and development frameworks.
• Handle employee relations issues with discretion and good judgment, including sensitive or confidential matters.
• Own HR technology and data tools such as ATS, HRIS, and analytics systems, ensuring accurate information and smooth integration.
• Work with senior leadership on workforce planning, headcount forecasting, and organizational design tied to business objectives.

Requirements

• At least 7 years of experience in talent and people operations, including leadership exposure in fast-moving startup settings.
• Hands-on ownership of core HR tools such as applicant tracking systems, HRIS platforms, and performance management software.
• Strong track record in full-cycle recruiting and in building candidate-friendly hiring processes with senior stakeholders.
• Experience working in distributed, multi-state, or otherwise compliance-intensive environments.
• Ability to manage difficult employee relations situations, including investigations, restructurings, and terminations.
• Solid understanding of HR compliance frameworks and experience in regulated or standards-driven environments.
• Strong written and verbal communication skills, with the ability to influence and explain people strategy across all levels.
• Excellent organization and project management skills, with the capacity to juggle several high-priority initiatives at once.
• Experience driving company-wide programs such as compensation redesigns, performance framework rollouts, or HR system overhauls.

Benefits and additional information

• Competitive compensation that includes base pay, equity, and performance-based incentives.
• Medical, dental, and vision coverage.
• Generous paid time off and flexible working arrangements, including remote work anywhere within the United States.
• Retirement savings plans with company contributions.
• The chance to help build and scale a high-impact organization at a meaningful growth stage.
• A strong focus on culture, collaboration, and professional development.
• Exposure to mission-driven work with tangible real-world impact.

Application and privacy notes

This posting is shared on behalf of a partner company, which will manage applications and the next steps in the process. A matching system is used to review applications against the role’s core requirements, and the strongest-fit candidates are forwarded to the hiring employer. Final interviews, assessments, and hiring decisions are handled by the employer’s internal team.

By applying, candidates acknowledge that personal data may be processed to evaluate candidacy and share relevant details with the hiring employer under applicable data protection laws. Automated tools may support parts of the review process, but human judgment remains the basis for final hiring decisions.