Director of People Operations

This role owns the people function at Button end to end — talent acquisition and hiring, the employee lifecycle, compliance and the systems underneath it, compensation structure, and the day-to-day experience of working at Button.

• You will own onboarding, performance cycles, promotions, and offboarding.
• You will be the system owner for the company’s HRIS, ATS, and PEO platforms.
• You will own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees.

• You will own multi-state US employment compliance.
• You will maintain the company’s employee handbook and the policies underneath it.
• You will be the first call on employee relations.
• You will train and coach managers through performance cycles and ongoing management.

• You will manage and develop Button’s talent acquisition function with the support of a Talent Acquisition Manager, owning hiring outcomes — time to fill, quality of hire, candidate experience.
• You will own the hiring process itself: structured interviews, scorecards, and the consistency that makes offers defensible.
• You will hold the offer and leveling decision, in partnership with Finance and the hiring manager.
• You will identify the resources the function needs to scale and partner with leadership to bring the right people in.

• You will own the company rhythm — company traditions, events, systems, and the internal communication that keeps a distributed team oriented.
• You will run company events, including offsites and “coworking weeks”.
• You will own the company’s engagement survey and, more importantly, what visibly changes because of it.

• Is as comfortable in the nitty-gritty as in big ticket items like headcount planning.
• Strives to create repeatable processes and build a sustainable function.Treats a process that only works because someone remembers it as a problem to fix.
• Has genuine hands-on operational experience, having personally run the cycles rather than only overseeing people who ran them.
• Will tell a manager something they do not want to hear about their own team.
• Builds their own structure instead of waiting to inherit one.
• Holds confidences completely, and is viewed by the organization as a confidant.including under pressure from people more senior than them.
• Believes culture is an operational output, not a vibe.

• 7+ years in HR or People Operations, including at least two years managing a direct report.
• Owned HR compliance for a multi-state US employer, with New York among the states.
• Run a full performance and compensation cycle end to end, rather than administering one designed by someone else.
• Been the system owner for an HRIS and payroll platform, including an implementation or migration.
• Direct employee relations experience, including conducting workplace investigations.
• Partnered with Finance on headcount planning and compensation budgets.
• Built processes and operated effectively in a lean, rapidly changing, or otherwise unstructured environment.

• You have worked at a venture-backed technology company between roughly 50 and 250 people.
• You have consolidated and shaped aa scattered people function into a single one rather than inheriting a mature one.
• You have designed compensation bands and a leveling framework from scratch.
• You have owned talent acquisition as well as people operations.
• You hold a SHRM-CP/SCP or PHR/SPHR.