Director of People

Property Meld•Rapid City, SD

About The Position

About Property Meld Property Meld is a B2B SaaS company on a mission to transform property maintenance operations. We build the platform that helps property management companies coordinate repairs faster, keep residents happy, and stop losing money to operational chaos. We are growing with intention, and operating with the kind of focus that turns a 65-person team into a company that punches well above its weight. The bar here is high. The work is real. The pace is fast. Founded: 2014 | Team: ~65 Employees | Market: PropTech / SaaS OUR PHILOSOPHY Meld to the MAX Property Meld is all in on AI. Not to replace the people who make this company great, but to take them further. We believe the same incredible team, equipped with the right AI tools, delivers 2x the impact with more time for the connections, relationships, and human work that matters most. The Director of People will embody this inside the People function and model it for the rest of the org. BUSINESS OWNERSHIP You Own Outcomes, Not Recommendations Own key people metrics including retention, ramp time, and performance attainment. Drive measurable outcomes in direct partnership with executive leadership. Be accountable for results. Not slide decks. Not recommendations. Results. SCOPE OF ROLE What You Own & Execute 01 Hiring & Talent - Run Recruiting End to End Own the full lifecycle from description creation to position accepted across key roles. Build scorecards and interview plans that predict performance, not just likeability. Partner with hiring managers to elevate how they assess and select talent. Own candidate experience from first touch through offer and acceptance. Oversee onboarding and ensure new hires ramp fast and contribute faster. 02 Performance & Accountability - Drive It Directly Run review cycles, calibration, and follow-through that actually close the loop. Track and report Outcome Attainment across teams with transparency. Partner with leaders to address underperformance directly. No softening. No delays. Refine the expectations infrastructure so everyone knows what good looks like. 03 Leadership Effectiveness - Walk Through the Door Work with leaders in 1:1 settings to improve how they decide, communicate, and execute. Hold leaders accountable to high standards on feedback, clarity, and follow-through. Support role clarity, team structure, and workload balance across the org. 04 Culture & Employee Experience - Own It Run company communication rhythms, updates, announcements, and alignment moments. Lead recognition programs, milestone moments, and cultural signals. Ensure employees have clarity on expectations, direction, and change. 05 Compensation & Total Rewards - Make Pay Work Refine and maintain compensation benchmarks and compa ratios. Support offer creation and compensation decisions with data. Ensure pay structure aligns to and drives performance. 06 People Operations Core - Run It Clean Payroll, benefits administration, employee records. Accurate, compliant, no surprises. Compliance across policies, documentation, and employment practices. HR systems accuracy and usability. Employee relations handled directly. 07 Systems & Continuous Improvement - Find Friction. Fix It. Refine and improve systems across hiring, performance, and employee experience. Create processes that are simple enough to follow and strong enough to hold at scale. 08 Strategy & Planning - Partner on the Business Support workforce planning and org design aligned to company growth stages. Partner on headcount budgeting and compensation strategy with finance and leadership. Ensure the company has the right roles, structure, and talent at every stage. 6-MONTH MARK What Success Looks Like Fast company. Fast bar. Here is what good looks like at six months. Key roles filled fast with talent that sticks and performs. New hires contributing meaningfully and achieving onboarding milestones within 90 days. Performance measured clearly and addressed consistently. No backlog of hard conversations. Leaders noticeably more consistent, clearer, and more effective. Employees understand expectations and feel the connection between their work and the outcome. People Ops runs without bottlenecks, surprises, or fires that were preventable. CLARITY CHECK What This Role Is Not A policy-only function A purely strategic role removed from execution A coordinator role waiting for direction A support function WHY THIS ROLE People Power Results at Meld. This role ensures the day-to-day execution of hiring, performance, and the people systems that drive the business forward. If that is the work you are built for, we want to talk.

Requirements

You have scaled People Ops inside a growth-stage company. You know what breaks between 30 and 100 people and you have fixed it before.
You operate in both strategy and execution without a handoff. You can build the framework and run the process on the same day.
Your hiring judgment is sharp. You have made the call that saved the team and the one that taught you something. Both matter here.
You can hold a hard conversation with a leader without losing the relationship. You know the difference between candor and confrontation.
High ownership. Low ego. Bias for action. You do not wait for direction. You identify the problem and move.
You measure what matters. You know which people metrics are noise and which predict business outcomes. And you act on the signal.
You do not just use AI, you think with it . You bring genuine curiosity to how AI tools can eliminate drag, surface better insights, and free your team for the work that only humans can do.