Director, People Operations

Role overview

This leadership position sits at the center of employee services and HR operations, with accountability for improving how people support is delivered across the global workforce. Reporting to the VP, Employee & Manager Experience, the role owns frontline HR services, operational structure, and the systems and processes that make support faster, clearer, and more scalable.

The ideal leader will help redesign the People Operations function, strengthen service quality, and modernize HR delivery through automation, AI, and intuitive self-service tools. A major part of the job is supporting the shift to agentic support and ensuring People Business Partners can focus on higher-value strategic work while the operational foundation remains reliable and efficient.

What you'll do

• Reshape and lead the People Operations function so it aligns with the company’s updated Employee & Manager Experience strategy.
• Own employee-facing HR support across the full employee lifecycle, with a focus on speed, accuracy, and consistent service quality.
• Serve as the main entry point for HR support, creating smooth escalations and strong working relationships across the Chief People Officer Leadership Team.
• Improve consistency across global HR operations by simplifying processes and standardizing ways of working.
• Help drive the adoption of agentic support and play a major role in implementing Okta 1.
• Use automation, AI, and digital tools to increase efficiency, reduce manual work, and improve the employee and manager experience.
• Work with TDI, HRIS, and Digital Solutions to ensure systems support easy-to-use self-service experiences.
• Lead the global completion, standardization, and authoring of HR policies so they are clear, compliant, and easy to access.
• Maintain operational compliance across regions while minimizing risk and keeping the employee experience smooth.
• Partner with the VP to build the operational base for a new Manager Support Model and a team of generalists handling day-to-day leadership issues.
• Provide the backbone for moving transactional support away from People Business Partners.

Success measures

• The People Operations team is aligned to the new service model, engaged, and prepared to scale effectively.
• Employees find HR support easy to access, quick to use, and dependable in execution.
• Agentic support and Okta 1 are launched successfully and adopted broadly, improving self-service and automation.
• Global HR policies are fully documented, communicated, and easy for employees to navigate.
• The wider HR organization and People Business Partners are freed up to concentrate on strategic priorities because the operational work is handled well.

Leadership approach

• You design HR operations with a product mindset, always centering the employee as the customer.
• You simplify complex systems and look for elegant, efficient ways of working.
• You are comfortable using technology and AI to scale impact and remove repetitive manual effort.
• You build strong cross-functional partnerships and bring a service-oriented, empathetic approach.
• You can lead through ambiguity and guide teams through organizational change.

Compensation and benefits

The annual base salary for candidates in the San Francisco Bay Area is between USD 210,000 and USD 289,000.

For candidates in California outside the Bay Area, Colorado, Illinois, New York, and Washington, the annual base salary range is USD 88,000 to USD 259,000.

In addition to base pay, the company offers equity where applicable, a bonus, and benefits such as health, dental, and vision coverage, a 401(k), flexible spending accounts, and paid leave including PTO and parental leave, subject to the applicable plans and policies.

Workplace and culture

The organization operates across more than 20 offices worldwide and places strong emphasis on collaboration, connection, innovation, and onboarding in person at the start of the journey to help new hires get up to speed quickly.

Equal opportunity and accommodation

All qualified applicants are considered without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, marital status, age, disability, or protected veteran status. Applicants with arrest or conviction records are also considered in line with applicable law.

If you need a reasonable accommodation during the application, interview, or onboarding process, a request can be submitted through the company’s accommodation process.

New York City automated decision tools notice

For applicants or employees located in New York City, the company may use automated employment decision tools, including artificial intelligence, machine learning, or similar automated systems, to support recruiting and hiring. A separate NYC notice applies under Local Law 144.