Director of People

Launch Potato

. Own the mid-year and annual performance management cycles end to end, including design, timelines, communications, execution, retrospectives, and process improvements .

Posted 10/5/2026full-timeRemote • United StatesLeadWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in performance management cycles, compensation and benefits design, and multi-state HR compliance. Proven ability to lead teams, automate processes, and enable managers while driving organizational growth and compliance.

Highest-signal resume keywords

Performance ManagementCompensation And BenefitsHR CompliancePeople AnalyticsTeam Leadership

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Performance Management CycleCompensation DesignBenchmarking MethodologyHR CompliancePeople System DevelopmentProcess AutomationManager EnablementTotal RewardsI-9 ComplianceClassification

Soft Skills

CoachingMentoringTeam DevelopmentCommunicationCollaboration

Industry Keywords

Multi-State RegistrationBenefits RenewalsPay AlignmentHandbook DevelopmentEscalation Protocols

About the role

Key responsibilities & impact

Own the mid-year and annual performance management cycles end to end, including design, timelines, communications, execution, retrospectives, and process improvements
Own compensation and benefits, including band design, benchmarking methodology, benefits renewals, annual compensation cycles, leveling, and pay alignment
Own multi-state HR compliance, including registration, I-9, handbook, classification, postings, backlog resolution, escalation, and coverage protocols
Enable managers for performance conversations and calibration
Build playbooks and self-service resources for managers
Provide standing support for approximately three dozen front-line managers
Identify and automate manual people processes and build tools that managers adopt
Lead and develop an HR Business Partner and a Total Rewards and People Analytics lead
Set decision rights for the people team
Deliver first-year outcomes including shipping the annual cycle, improving calibration, closing the compliance backlog, reducing manager time, and increasing team decision authority

Requirements

What you’ll need

Full performance cycle owned end to end more than once, at an organization of 150 or more people
Experience owning compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles
Experience with HR compliance, including multi-state registration, I-9, handbook, classification, and postings
Experience building, adopting, and sustaining a people system across at least two cycles
Experience automating or rebuilding a people process with successful team adoption
Experience taking a company of similar size to materially larger on headcount or revenue, more than once
Clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes
Player-coach experience: leading a team while personally delivering work
Must not be applying for a first Director-level people role
Experience with performance management, total rewards, HR compliance, manager enablement, and people analytics

Benefits

Comp & perks

Remote-first work environment
Opportunity to own performance, total rewards, compliance, manager enablement, leverage/tooling, and the HR team
Executive exposure and C-suite access
Direct feedback and autonomy
Opportunity to build AI-forward tools and automation
Professional coaching, mentoring, and team development opportunities
Equal Employment Opportunity and commitment to diversity, equity, and inclusion