Director of People Operations

ROLE OVERVIEW

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.

AS A DIRECTOR, PEOPLE OPERATIONS, YOU WILL OWN:

The employee lifecycle and the systems behind it

• 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.

Compliance and employee relations

• 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.

Hiring outcomes and the People team

• 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.

Compensation, planning, and people data

• You will own employee leveling and salary bands.
• You will work with Button’s finance team to maintain athe headcount plan and the view of compensation projectionsexposure that the leadership team makes decisions from.
• You will turn attrition, engagement, and hiring data into recommendations rather than reports.

Engagement and the experience of working here

• 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.

THIS ROLE IS FOR SOMEONE WHO:

• 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.

WE LOOK FOR TEAMMATES WHO HAVE:

• 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.

BONUS EXPERIENCE:

• 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.

COMPENSATION & BENEFITS:

Button's total compensation package includes a base salary competitive with what is offered by similar companies in major US markets. The expected base salary range for this role is $165,000 - $195,000 (compensation is based on a number of factors, including skills and experience relative to the job description listed above). In addition, Button provides employees with a 401(k) plan and automatically contributes 3% of an employee's salary annually. We also want our employees to be well-rested and live balanced lives–Buttonians enjoy unlimited time off (including birthdays off) and Summer and Winter Breaks which allow the entire company to take a breath and recharge, as well as an employee assistance program. For many of the health, vision, and dental insurance plans offered by Button, the company covers 100% of the premiums for employees and 80% or more for dependents. Button offers all employees and their dependents complimentary memberships to One Medical as well as a monthly stipend for mobile phone/internet and an annual lifestyle stipend. Button also offers employees in select markets "All Access" memberships to WeWork as well as regular "coworking days" and social events. Most of all, Button offers our employees the opportunity to live our company values–Learn & Grow, Experiment, Adapt, and Deliver–and to be a part of an incredible team of humans working together to build a better internet, fueled by commerce.

Button is committed to being a welcoming and inclusive workplace for everyone, and we are intentional about making sure people feel respected, supported and connected at work—regardless of who you are or where you come from. We value and celebrate our differences and we believe being open about who we are allows us to do the best work of our lives.

Button is an Equal Opportunity Employer. We do not discriminate against qualified applicants or employees on the basis of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by federal, state, or local law, rule, or regulation.