Director of People (Remote)

GridUnity

2d • $135,000 - $175,000 • Remote

About The Position

GridUnity is seeking a Director of People to join their scaling SaaS company. This role will partner closely with the CFO and the Operations Team to strengthen, standardize, and scale people systems. The position requires a player-coach mentality, blending strategy with hands-on execution, and is ideal for someone who enjoys building, improving, and operationalizing HR processes. As the company scales, this role has the potential to evolve with greater ownership and leadership responsibilities within People Operations. The Director of People will be responsible for strengthening the People function’s structure, accountability, and scalability, assessing team design and resource needs for long-term success. The core purpose of this role is to ensure people systems scale with the same clarity and discipline as the business. The successful candidate will bring cohesion and consistency across the employee lifecycle, design scalable systems, elevate manager capability, reinforce and evolve company culture, and create clarity, accountability, and fairness in people decisions. A strong candidate will possess grit, resilience, and a curious, solutions-oriented mindset, viewing ambiguity as an opportunity to build.

Requirements

• Hands-on HR leadership experience in a scaling SaaS or tech environment (50–250 employees)
• Grit, resilience, and a curious problem-solver mindset — seeing ambiguity as a puzzle, not a problem
• Ability to balance strategic thinking with hands-on execution
• Ability to lead with humility, sound judgment, and a bias toward action
• Enjoyment in building order from emerging systems
• Energized by partnering closely with leaders and helping people grow
• Understanding of remote culture and how to unify distributed teams
• Ashby ATS experience is a plus
• This position may involve access to data and systems subject to U.S. critical infrastructure protection regulations. Accordingly, this role is restricted to individuals who qualify as “U.S. persons,” defined by federal law as U.S. citizens, lawful permanent residents (green card holders), asylees, or refugees.

Nice To Haves

• You require a large HR team from day one
• You do not thrive in ambiguity that accompanies a quickly growing/scaling SaaS organization
• You get frustrated by evolving priorities or resource constraints
• You want exclusively strategic work without operational ownership

Responsibilities

• Partner with the CFO and the Operations Team to set HR priorities, translate strategy into action, and measure progress.
• Audit and refine HR processes, documentation, and workflows to create a cohesive operating model.
• Provide guidance, structure, and support to the HR Manager while strengthening team capacity.
• Champion company values throughout all people programs and communication.
• Support assessment and selection of future HRIS or relevant HR software.
• Lead full-cycle recruiting alongside the HR Manager in the US (intake, sourcing, assessments, scheduling, offers, close).
• Improve and edit the recruiting playbook for scalability and determine long-term resourcing once it’s established.
• Partner with department heads to define role requirements, competencies, and success profiles, and lead active recruiting.
• Ensure hiring is aligned with GridUnity’s values and stage and can support SaaS scaling needs.
• Refine or redesign the performance management cycle.
• Evaluate the effectiveness of the current compensation leveling system and propose improvements.
• Leverage Pave and similar tools to benchmark data to inform compensation bands.
• Lay the foundation for the 2026 Manager Training Program.
• Audit currently fragmented L&D practices.
• Build a cohesive L&D framework centered on employee enablement, skill development, and leadership readiness.
• Strengthen and standardize the entire employee lifecycle starting with onboarding to ongoing engagement and development pathways through offboarding.
• Refine the currently specialized and siloed onboarding program and build a unified quality onboarding program that is aligned with GridUnity values.
• Ensure People processes remain human-centered, consistent, and scalable across a remote workforce.
• Liaise with the PEO (Sequoia One) on benefits, payroll, and compliance.
• Maintain alignment with compliance needs while avoiding unnecessary complexity.

Benefits

• Competitive compensation packages that recognize your expertise and contributions
• Remote-first culture that provides flexibility and balance
• Professional development opportunities, including training, mentorship, and career pathing
• Comprehensive health, dental, and vision insurance starting day one
• Short- and long-term disability and basic life insurance at no cost to you
• 401(k) plan with a 4% match to help secure your future
• Flexible PTO and a supportive work culture that values balance
• Mission-driven work with the opportunity to make a significant impact in the energy sector

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed