Director, People Consultant

Pinterest•San Francisco, CA

13h•Hybrid

About The Position

Millions of people around the world come to our platform to find creative ideas, dream about new possibilities and plan for memories that will last a lifetime. At Pinterest, we’re on a mission to bring everyone the inspiration to create a life they love, and that starts with the people behind the product. Discover a career where you ignite innovation for millions, transform passion into growth opportunities, celebrate each other’s unique experiences and embrace the flexibility to do your best work. Creating a career you love? It’s Possible. At Pinterest, AI isn't just a feature, it's a powerful partner that augments our creativity and amplifies our impact, and we’re looking for candidates who are excited to be a part of that. To get a complete picture of your experience and abilities, we’ll explore your foundational skills and how you collaborate with AI. Through our interview process, what matters most is that you can always explain your approach, showing us not just what you know, but how you think. You can read more about our AI interview philosophy and how we use AI in our recruiting process here. We’re looking for a Director, People Consultants to build and lead a critical part of Pinterest’s People strategy. This is an opportunity to shape how we support managers and leaders at scale, creating a model that is thoughtful, trusted, and deeply impactful. In this role, you’ll elevate the People Consultant team into a high-value partner to the business, strengthen how work is shared across the People function, and help create a better, more consistent experience for managers across Pinterest. You’ll play a key role in defining how the People Consultant team partners with HRBPs, COEs, and cross-functional stakeholders, while developing the team into a strong pipeline of future HRBP talent. This leader will bring strong judgment, a talent-development mindset, and a modern approach to service delivery — using data, AI, and technology thoughtfully to improve quality, consistency, and scale.

Requirements

10+ years of progressive HR experience, including business-facing HR, People Consulting, or manager advisory work.
5+ years of people leadership experience, ideally in a centralized or scaled People support model.
Proven success developing high-performing teams and preparing talent for broader People roles.
Experience partnering closely with HRBP leaders to shape team scope and improve how work is distributed.
Experience designing or evolving operating models that improve clarity, capacity, and service delivery.
Strong coaching, communication, and influence skills.
Demonstrated success driving manager engagement and stakeholder adoption.
Strong analytical skills and experience using data to drive improvements.
Ability to leverage AI, automation, or other technologies to improve workflows and team effectiveness, with strong judgment in employee-facing contexts.
Bachelor’s degree in Human Resources, Business Administration, or a related field; HR certification is a plus.

Responsibilities

Lead and evolve the People Consultant team, building a scalable, high-impact model for manager and director support.
Define clear roles and engagement across People Consultants, HRBPs, COEs, and shared services.
Partner closely with HRBP leaders to improve team leverage, manager support, and alignment on priorities and escalations.
Define creative and effective ways for the team to engage managers in day-to-day People support, building a model that is intuitive, trusted, and valuable across a range of manager needs.
Use data, AI, and technology to improve workflows, generate insights, and strengthen team effectiveness.
Develop a high-performing team with a strong focus on coaching, capability-building, and readiness for future HRBP opportunities.
Shift the team from reactive operational support to proactive, consultative partnership.
Increase manager awareness, trust, and engagement with the People Consultant model.
Build and improve operating mechanisms, including intake, prioritization, capacity planning, and service standards.
Lead change across stakeholders and drive adoption of new ways of working.