Director People Experience & Operations

• Own day-to-day global People Operations — transactions, workflows, records, escalations, and case management — with clear SLAs and measurable quality standards.

• Design and mature HR service delivery: intake, triage, routing, documentation, and self-service, so the team scales without adding headcount linearly.

• Establish operational metrics and reporting that give leadership a real view of cycle times, volume, accuracy, and employee sentiment.

• Serve as the escalation point for complex, ambiguous, or high-sensitivity operational issues.

• Own the end-to-end employee lifecycle and drive it toward a single, coherent experience rather than a set of disconnected handoffs.

• Lead the redesign of onboarding and offboarding — the two moments that shape how employees judge everything else — including cross-functional orchestration with IT, Security, Facilities, and hiring managers.

• Partner on employee development and growth programming, building the operational backbone that makes learning and career pathing consistent and accessible.

• Continuously identify friction in the employee journey and remove it, using data rather than anecdote to prioritize.

• Build and operate an active employee listening program — survey strategy, cadence, analysis, and, most importantly, the closed-loop action planning that follows.

• Translate listening data into clear recommendations for executives and people leaders, and hold the organization accountable to follow-through.

• Own People team communications: the calendar, the channels, the voice, and the standards that make our messages clear, timely, and trusted.

• Ensure global compliance across employment documentation, recordkeeping, data privacy, and statutory requirements in every country where we operate.

• Lead documentation and compliance audits and drive remediation to completion, with durable controls so gaps do not reopen.

• Own the operational side of global mobility and immigration, consolidating fragmented processes into a single governed program.

• Uphold HR data integrity and appropriate access standards across People processes, partnering with HRIS, IT, and Security — in an identity security company, this standard is non-negotiable.

• Own the process design behind our People systems: define the workflows, business rules, and service standards, then partner with our HRIS team — who own configuration and system administration — to bring them to life.

• Translate operational needs into clear requirements, test what gets built, and own the change management, training, and adoption that determine whether it actually works.

• Write and maintain the process standards, SOPs, and documentation the People team runs on — and enforce them.

• Build durable cross-functional processes with HRIS, IT, Legal, Finance, Payroll, and Security where People workflows cross department boundaries.

• Oversee global facilities and workplace operations through a Facilities Manager, covering site strategy, vendor management, budget, safety, and the in-office experience.

• Lead, coach, and develop a globally distributed team of People Operations and Experience Analysts and Facilities

• Set clear goals, raise the performance bar, and build a team known for judgment and follow-through, not just throughput.

• Support the business with ad hoc People Operations needs without letting reactive work displace the strategic roadmap.

This role comes with a live agenda, not a blank page. Your early priorities will include:

• Designing the People team's service model — intake, routing, and reporting — and partnering with HRIS to stand up the tooling behind it.

• Rebuilding onboarding and offboarding end to end.

• Consolidating global immigration and mobility into one governed process.

• Completing employment documentation compliance audits and closing the remediation items they surface.

• Launching an always-on employee listening program and the action-planning discipline behind it.

Looking ahead, you will define and drive adoption of manager self-service alongside our HRIS team, and build out employee development and growth infrastructure.

• 8+ years of progressive HR experience, with deep hands-on grounding in People Operations, HR service delivery, or shared services.

• 3+ years directly managing people, including experience leading a distributed or global team.

• Demonstrated ownership of the full employee lifecycle, with specific evidence of redesigning onboarding, offboarding, or comparable end-to-end processes.

• Strong global compliance fluency — multi-country employment documentation, recordkeeping, data privacy, and immigration/mobility operations.

• Genuine process and operational rigor: you document, you measure, you standardize, and you can point to processes that outlasted you.

• Experience acting as the business owner on HR systems work — defining requirements, testing, and driving adoption in partnership with an HRIS or systems team; Workday experience strongly preferred.

• Track record of building cross-functional processes with HRIS, IT, Legal, Finance, and Security.

• A talent density mindset — you hire selectively, give direct feedback, and hold a high bar for yourself and your team.

• Excellent written communication; you can write a policy, an all-company announcement, and an executive summary equally well.

• Comfort operating with ambiguity, competing priorities, and a pace that rewards decisiveness.

• Experience in high-growth, private-equity-backed, or post-acquisition software environments.

• Experience running an employee listening platform and closed-loop action planning at scale.

• Global facilities or workplace operations oversight.

• M&A integration experience on the People Operations side.

• In 90 days: you know where the process gaps and compliance risks are, and the team has a prioritized roadmap with owners and dates.

• In 6 months: onboarding and offboarding are redesigned and running, the People service model is live and being used, and compliance remediation is underway with clear tracking.

• In 12 months: employee listening is operating on a regular cadence with visible action, immigration is consolidated, self-service has meaningfully reduced manual volume, and the People team runs on documented, measurable standards.

This is a full-time, remote position based in the United States. Occasional travel may be required.

• Spirited - We bring energy and passion to everything we do

• Trust - We act with integrity and deliver on our commitments

• Respect - We listen, value different perspectives, and work as one team

• Ownership - We take initiative and follow through

• Nimble - We adapt quickly in a fast-changing environment

• Global - We embrace diverse people and ideas to drive better outcomes

We believe weaving these core values into our day-to-day actions, and our process for hiring, evaluating, and promoting employees, helps us cultivate a work environment that embraces collaboration and camaraderie.

We take care of our employees. We offer competitive salaries, a meaningful bonus program, and excellent benefits, including healthcare insurance, as well as pension/retirement matching, comprehensive life insurance, an employee assistance program, time off plans, and paid company holidays.

Delinea is an Equal Opportunity and Affirmative Action employer and prohibits discrimination and harassment of any type with regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Upon conditional offer of employment, candidates are required to complete comprehensive criminal background check, verification of education, and verification of employment, per employment policy. In addition, all publicly posted social media sites may be reviewed.