Senior Director, People

Benefits, total rewards & employee support. Own

benefits strategy and annual renewals with our broker, 401(k) administration, and payroll operations across [confirm: two countries, or more — flagging the discrepancy with the "11+ countries" line elsewhere]. Make our rewards competitive, understood, and efficient. Support immigration needs (H-1B and related, with dedicated outside counsel), mobility. Learning & Development. We have a track record of growing up-and-coming managers into senior leaders. You will own and grow the learning & development program to scale this success. We hire and promote on one criterion: the best person for every job. We expect our People leader to build systems that are rigorously fair and rigorously excellent, and to keep the function anchored to mission and merit. What Success Looks Like You're hungry to build from the ground up and partner directly with the CEO on a daily basis You default to AI-forward thinking — using modern tools to make People processes faster, sharper, and more scalable, not just to keep up with them. A true generalist with depth: credible on career pathing conversations comp architecture one day, an immigration case the next, an HRIS workflow redesign the day after A player/coach. You build the model, configure the system, and run the process yourself — then systematize so it scales Experienced with multi-entity or international operations is a big plus Fluent in modern people tooling — Rippling or comparable HRIS; Pave/Carta Trusted at both altitudes: executives & employees What You Bring 10+ years of blended Recruiting and HR experience At least 2+ years within an Enterprise SaaS environment Experience at a growth-stage company (roughly 50–300 headcount during tenure) Comfortable evaluating and integrating AI-powered tools into People workflows (e.g., interview intelligence, performance calibration support, L&D content creation) — not just using AI, but knowing where it genuinely improves rigor vs. where it doesn't Talent Engine: Experience building or significantly improving hiring infrastructure, with measurable and effective KPIs (time-to-fill, offer-accept rate, interviewer scorecard consistency, etc.) Performance Management, Career Pathing & Manager Development: Has run performance review/merit/promotion or calibration cycles directly, not just supported them Has built or owned a career pathing framework — clear criteria for what growth looks like at each level, not just comp bands tied to titles Has direct experience developing first-time or early-stage people managers — coaching them through their first performance conversations, calibration debates, or promotion decisions, not just training them once and moving on Comfortable coaching managers through difficult performance conversations in real time HRIS ownership: Hands-on experience owning an HRIS (Rippling or comparable) — configuring job architecture, approval workflows, onboarding/offboarding flows — not just using one as an end user Employee Relations: Demonstrated experience handling ER issues directly — investigations, terminations, conflict escalation, manager coaching Preferred Experience

Compensation & benchmarking: Comfort constructing offers and leveling using benchmarking data (Pave, Radford, or similar; Carta for equity) — noting

compensation budget currently sits with Finance, so this is closer to fluency and partnership than sole ownership today Multi-entity/international experience: We currently operate across 11+ countries, so background in international HR operations and best practices is very helpful

Benefits & Total Rewards: Experience owning

benefits strategy and running an annual renewal with a broker; familiarity with 401(k) administration and multi-country payroll operations Immigration: Prior experience supporting or managing employer-sponsored immigration cases \n $220,000 - $275,000 a year ​​Pay is based on a variety of factors such as location, skill level,

qualifications, competencies, and overall experience. \n Doxel is an equal opportunity employer and actively seeks diversity at our company. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

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