Director, People Enablement

Nscale•Seattle, WA

2d•$160,000 - $280,000

About The Position

Nscale is a global AI infrastructure company building GPU cloud and data centers purpose-built for AI workloads. We're scaling rapidly across North America, Europe, and beyond. As we grow, we're building the internal programs and functions that let our people, and the company, scale with us. People do extraordinary things when the conditions around them actively support success: clear expectations, real problems that stretch them, honest guidance the moment they need it. Left to chance, those conditions rarely happen. So we're deliberate about it. People Enablement defines how performance works, builds the systems that let it scale, and creates the moments that make this a place people are proud to be part of. Leaders are at the heart of this. They create the conditions inside their teams. We define the Nscale Way, and equip them to turn it into results. We're hiring a Director, People Enablement to bring this to life in North America (NAMER), as part of a global team. That starts with performance and feedback, the work you'll own. You'll also step in on leadership and onboarding when we need you to. Performance already has strong foundations. You'll run it, and shape where it goes next. You won't be alone in the region. You'll join a NAMER people leadership team alongside a VP of HR for AI Infrastructure and a Director of Talent Acquisition, reporting directly to our VP of People Enablement, based in the UK. You'll have production and project support from HQ, though in a global team everyone rolls up their sleeves. This is a senior individual contributor role at the center of a company that moves fast enough that one year here feels like seven anywhere else. This plan will change. The person who thrives is the one who finds that energizing, not unsettling. You'll be comfortable standing things up from scratch, and operating within a global, cross-time-zone team. You're not a traditional HR professional. You think from first principals, you'd rather build than administer, and you have a real point of view on how AI is reshaping this work. You're drawn to the whole of the talent and enablement space, not one corner of it. And you do your best work when the path isn't drawn yet.

Requirements

10+ years across talent, people, or related fields where you've built and scaled programs.
Real depth in performance management, and enough range across the wider talent space to lean in where you're needed.
You've built, broken, and rebuilt enough to have real judgment about what matters.
The credibility to hold your own with executives, and push back when you need to.
A habit of defining success and reporting on it, calibration outcomes, time-to-productivity, onboarding NPS, whatever tells you it's working.
Fluency with technology and AI, and the instinct to build with them.
You bring clarity to ambiguous, fast-moving situations rather than needing it handed to you.
Willingness to travel internationally, and to work flexible hours with counterparts across global time zones.

Nice To Haves

Experience building people programs in a hypergrowth environment (e.g., rapid headcount scaling, multiple new-market launches).
Experience working within or implementing HRIS/people systems (e.g., Workday, Greenhouse).
Exposure to international workforce operations (e.g., EMEA/APAC coordination, cross-border onboarding or compliance nuances)

Responsibilities

Own how we do performance, as our subject-matter expert. We keep it simple: clarity over process, honest conversations over paperwork, and technology used to remove friction, not add bureaucracy. You'll help every function apply that consistently, and design the assets that support it, directly or through partners.
Lead communications and stakeholder engagement through our performance cycles, and work with the compensation team to connect performance to reward.
Bring the same approach to feedback, and step into leadership and onboarding when the team needs you.
Review and shape work built by the wider team at HQ, and carry it forward in the region. Understand what the NAMER region actually needs, and make sure our work solves the right problems, not just the ones HQ sees.