Director of People Experience

Virtru•Washington, DC

5h•$170,000 - $190,000•Hybrid

About The Position

Virtru is a data protection company that allows users to intentionally share data without sacrificing security, privacy, or control. They have created a suite of data protection applications and an open platform based on the Trusted Data Format (TDF) open standard. Virtru is backed by prominent investors and helps Fortune 500 companies and government agencies with data security and sharing. The company is described as the 'Android of data protection,' emphasizing its robust platform and open core for innovation. This role is a senior people leadership position reporting to the CHRO, focusing on the entire employee lifecycle. The Director of People Experience will be responsible for recruiting, onboarding, growth, recognition, and development of employees. They will lead a team of HR Business Partners and recruiters, and manage company-wide programs related to performance management, engagement, organizational design, career pathing, recognition, and talent acquisition. The ideal candidate is a builder and operator with experience scaling people functions in fast-moving, product-led companies, particularly within the cybersecurity or regulated-tech sectors, and has experience with private equity or venture-backed growth, international expansion, and rapid headcount scaling. The position is hybrid, requiring a few days per week in the DC headquarters.

Requirements

8+ years of progressive HR experience, with at least 3–5 years in a senior people leadership role managing global teams and programs at scale.
Bachelor's degree in related field, or equivalent experience.
HR certifications (SPHR, SHRM-SCP, PHR, or SPHR).
Experience with HCM, ATS, and people analytics platforms at scale.
Prior experience working directly with a CHRO or CPO in a strategic capacity.
Proven experience scaling a global people function inside a company on a trajectory to and through $100M ARR.
Demonstrated hands-on experience deploying AI tools within an HR or people function.
Experience in product-led growth organizations, with a strong understanding of how these dynamics shape talent needs, culture, and organizational design.
Cybersecurity industry experience (or adjacent regulated-tech: defense, govtech, fintech) with deep understanding of mission-critical environments, compliance mindsets, and security-first culture.
Private equity or venture-backed company experience with demonstrable experience operating with discipline under investor lens and how to make decisions that balance people-first values with business urgency.
Direct experience leading through high employee growth phases managing rapid global headcount scaling without sacrificing quality of hire, culture, or manager effectiveness.
Hands-on experience designing and executing global expansion people strategies, including international hiring, compliance considerations, and building culture across geographies.
Thinking outside of the box to respectfully challenge your teammates and managers in the pursuit of excellence
Strong sense of urgency with an action-oriented mindset
Able to collaborate and adapt to shifting priorities as business needs evolve
Comfortable with asynchronous communication including slack, email, zoom, etc.

Responsibilities

Lead, develop, and scale a team of HR Business Partners aligned to Virtru's business units.
Evaluate, pilot, and scale AI tooling across the people tech stack: ATS/sourcing agents, interview intelligence, engagement sentiment analysis, workforce analytics, learning platforms, and HR service delivery.
Set the vision and operating model for how HRBPs partner with the business: embedding deeply in their units while delivering consistent, enterprise-wide people outcomes.
Coach HRBPs to serve as trusted advisors to senior leaders, translating business strategy into people actions, anticipating workforce risks, and driving sound HR execution.
Establish clear accountability frameworks for HRBPs across talent, employee relations, engagement, and change management.
Partner with ELT members and senior leaders directly on complex, sensitive, or high-stakes people matters, serving as an escalation point and strategic advisor.
Mentor and build career paths for HRBPs aligned to company need and strategy.
Partner with the CHRO to develop Virtru's end-to-end performance management program, including review cycle design, calibration, manager coaching, and post-review communication.
Build a feedback culture aligned to Virtru values and operating principles that is continuous, honest, and development-oriented.
Use talent and performance data to identify trends, surface risks early, and drive proactive action. Design and implement scalable performance improvement frameworks that support both high performers and employees who need redirection.
Lead Virtru's employee engagement strategy from survey design and cadence to action planning and leadership accountability.
Translate engagement and sentiment data into targeted, actionable initiatives that measurably improve the employee experience.
Partner with senior leaders to ensure culture and operating principles are reinforced through behaviors, decisions, and systems.
Monitor employee health indicators (attrition, tenure, morale, eNPS) and develop and suggest proactive measures when patterns emerge.
Lead organizational design work across Virtru, diagnosing structural inefficiencies, recommending changes, and supporting execution with discipline and communication rigor.
Partner with HRBPs and ELT on workforce planning, headcount allocation, and span-of-control analysis, especially during periods of growth or reorganization.
Support global expansion efforts by building people frameworks that travel across geographies while respecting local requirements and norms.
Design and operate Virtru's recognition programs, both formal and informal, in ways that are equitable, meaningful, and aligned to company values.
Partner with Total Rewards on compensation philosophy, promotion equity, and leveling to ensure recognition goes beyond programs to systemic fairness.
Ensure leaders are equipped and empowered to recognize contributions in ways that reinforce the behaviors Virtru values most.
Partner with Total Rewards to build and maintain Virtru's career framework, including job families, levels, competencies, and development pathways for individual contributors and managers.
Partner with HRBPs and business leaders on succession planning, high-potential identification, and leadership pipeline development.
Create internal mobility pathways that reduce regrettable attrition and leverage talent across the organization.
Design learning and development programming that is practical, manager-enabled, and tied directly to business outcomes.
Own talent acquisition strategy at Virtru ensuring aligned to the operating principles, including the operating model, tooling, sourcing philosophy, and candidate experience standard.
Lead and develop the recruiting function, ensuring best practices and workflows allow full-cycle capability from sourcing through offer and onboarding across all business units, and enabling HRBPs to build recruiter career paths.
Bring a data-driven lens to talent acquisition by reporting metrics like time-to-fill, offer acceptance, source quality, and pipeline health to continuously improve.
Ensure the recruiting function scales effectively with Virtru's growth, including for global and high-volume hiring needs.