Director of Human Resources

About Us We are a staffing services technology company that helps organizations design, build, and scale digital products and engineering capabilities. Our teams deliver end-to-end software development, engineering, and design services, and we provide flexible staffing solutions to augment internal teams with specialized talent—quickly and reliably. The Role We are looking for a strategic and empathetic Director of Human Resources to lead our distributed People team. Whether you are a seasoned HR Manager looking to step up into a strategic leadership role or an experienced HR Director ready to build and scale a world-class remote culture, we have a spot for you on our leadership ladder. You will work across the full employee lifecycle, bridging the gap between business goals, talent acquisition, and employee experience to ensure our team remains engaged, high-performing, and supported. What You’ll Do Strategy & Culture: Design, implement, and champion people strategies that support rapid business growth while fostering an inclusive, high-performance remote culture. Collaborate: Work closely with the C-Suite, Department Heads, and Finance in an agile environment to define hiring roadmaps, compensation philosophies, and organizational structures. Talent Acquisition: Oversee the full recruitment lifecycle; build a robust employer brand to attract top-tier talent globally and implement data-driven hiring processes to reduce bias and time-to-hire. Employee Experience & Retention: Ensure high engagement and retention; implement robust performance management systems, feedback loops, and career development pathways (L&D). Operations & Systems: Build and maintain the HR tech stack (HRIS, ATS, Payroll) to automate administrative tasks and ensure data accuracy; create scalable "People Ops" workflows. Total Rewards: Design competitive compensation and benefits packages (including equity and remote perks) that align with market standards across various geographies. Compliance & Risk: Implement rigorous HR policies and procedures, managing global employment laws, contractor vs. employee classifications, and risk assessments to ensure compliant operations. Mentorship: Mentor the HR/People Ops team and provide coaching to engineering managers and leadership on handling complex personnel issues and conflict resolution. What We’re Looking For Experience: 7+ years of professional Human Resources or People Operations experience, with at least 3 years in a leadership capacity (Director/Head of level). Global HR: Proficiency managing a distributed workforce; strong understanding of US employment law and familiarity with international hiring (PEO/EOR models like Deel or Remote.com). Tech/Startup DNA: Experience working in fast-paced technology or software companies; comfortable navigating ambiguity and scaling processes from scratch. Performance Management: Deep expertise in designing performance review cycles (OKRs, 360 reviews) and handling employee relations issues with empathy and firmness. HR Tech Stack: Extensive experience with modern HR tools (BambooHR, Rippling, Workday, Greenhouse, Lever, Lattice) and an ability to leverage data for decision-making. Communication: Excellent written and verbal communication skills, essential for maintaining culture and transparency in a remote-first organization. Analytical Skills: Ability to analyze people metrics (turnover, eNPS, time-to-fill) to drive strategic improvements. EQ & Leadership: High emotional intelligence with a proven track record of acting as a trusted advisor to executive leadership and a confidant to employees. Bonus Points Certifications: Professional certifications such as SHRM-SCP, SPHR, or GPHR (Global Professional in Human Resources). M&A Experience: Experience guiding teams through mergers, acquisitions, or significant organizational restructuring. DE&I Leadership: A strong portfolio of Diversity, Equity, and Inclusion initiatives that led to measurable improvements in hiring and retention. Remote-First Expert: Deep experience specifically designing policies for asynchronous work, remote stipends, and virtual offsites. Compensation Design: Experience building compensation bands and equity frameworks (options/RSUs) for pre-IPO companies. Compensation & Benefits We believe in paying top-of-market rates for top-tier talent. The base salary range for this role is $200,000 to $350,000, with exact placement determined by your skills, years of experience, and interview performance. Additional Benefits: Equity: Competitive stock option package. Remote Setup: Home office stipend to get your workspace set up perfectly. Health: Comprehensive medical, dental, and vision insurance. Time Off: Flexible PTO policy + Company Holidays. Growth: Annual learning and development budget. Retirement: 401(k) matching plan.

Strategy & Culture: Design, implement, and champion people strategies that support rapid business growth while fostering an inclusive, high-performance remote culture. Collaborate: Work closely with the C-Suite, Department Heads, and Finance in an agile environment to define hiring roadmaps, compensation philosophies, and organizational structures. Talent Acquisition: Oversee the full recruitment lifecycle; build a robust employer brand to attract top-tier talent globally and implement data-driven hiring processes to reduce bias and time-to-hire. Employee Experience & Retention: Ensure high engagement and retention; implement robust performance management systems, feedback loops, and career development pathways (L&D). Operations & Systems: Build and maintain the HR tech stack (HRIS, ATS, Payroll) to automate administrative tasks and ensure data accuracy; create scalable "People Ops" workflows. Total Rewards: Design competitive compensation and benefits packages (including equity and remote perks) that align with market standards across various geographies. Compliance & Risk: Implement rigorous HR policies and procedures, managing global employment laws, contractor vs. employee classifications, and risk assessments to ensure compliant operations. Mentorship: Mentor the HR/People Ops team and provide coaching to engineering managers and leadership on handling complex personnel issues and conflict resolution.

Experience: 7+ years of professional Human Resources or People Operations experience, with at least 3 years in a leadership capacity (Director/Head of level). Global HR: Proficiency managing a distributed workforce; strong understanding of US employment law and familiarity with international hiring (PEO/EOR models like Deel or Remote.com). Tech/Startup DNA: Experience working in fast-paced technology or software companies; comfortable navigating ambiguity and scaling processes from scratch. Performance Management: Deep expertise in designing performance review cycles (OKRs, 360 reviews) and handling employee relations issues with empathy and firmness. HR Tech Stack: Extensive experience with modern HR tools (BambooHR, Rippling, Workday, Greenhouse, Lever, Lattice) and an ability to leverage data for decision-making. Communication: Excellent written and verbal communication skills, essential for maintaining culture and transparency in a remote-first organization. Analytical Skills: Ability to analyze people metrics (turnover, eNPS, time-to-fill) to drive strategic improvements.