Director of People Operations

Button Commerce•New York, NY

19h•$165,000 - $195,000•Remote

About The Position

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.

Requirements

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.
Comfortable in the nitty-gritty as in big ticket items like headcount planning.
Strives to create repeatable processes and build a sustainable function.
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.
Believes culture is an operational output, not a vibe.

Nice To Haves

Worked at a venture-backed technology company between roughly 50 and 250 people.
Consolidated and shaped a scattered people function into a single one rather than inheriting a mature one.
Designed compensation bands and a leveling framework from scratch.
Owned talent acquisition as well as people operations.
Hold a SHRM-CP/SCP or PHR/SPHR.

Responsibilities

Own onboarding, performance cycles, promotions, and offboarding.
Be the system owner for the company’s HRIS, ATS, and PEO platforms.
Own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees.
Own multi-state US employment compliance.
Maintain the company’s employee handbook and the policies underneath it.
Be the first call on employee relations.
Train and coach managers through performance cycles and ongoing management.
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.
Own the hiring process itself: structured interviews, scorecards, and the consistency that makes offers defensible.
Hold the offer and leveling decision, in partnership with Finance and the hiring manager.
Identify the resources the function needs to scale and partner with leadership to bring the right people in.
Own employee leveling and salary bands.
Work with Button’s finance team to maintain the headcount plan and the view of compensation projections.
Turn attrition, engagement, and hiring data into recommendations rather than reports.
Own the company rhythm — company traditions, events, systems, and the internal communication that keeps a distributed team oriented.
Run company events, including offsites and “coworking weeks”.
Own the company’s engagement survey and, more importantly, what visibly changes because of it.

Benefits

401(k) plan with 3% automatic annual contribution
Unlimited time off (including birthdays off)
Summer and Winter Breaks
Employee assistance program
100% premium coverage for employees for health, vision, and dental insurance
80% or more premium coverage for dependents for health, vision, and dental insurance
Complimentary memberships to One Medical for employees and dependents
Monthly stipend for mobile phone/internet
Annual lifestyle stipend
All Access memberships to WeWork (in select markets)
Regular "coworking days"
Social events