Director, People Operations

LaunchDarkly

10d•$163,000 - $263,670

About The Position

LaunchDarkly is seeking a Director, People Operations to lead the operating model, service delivery, and continuous improvement of People Operations and Talent Acquisition Operations across employee and candidate lifecycles. Reporting to the Senior Director, People Operations, this leader will oversee global People Operations, Talent Acquisition Operations, employee and candidate experience, compliance-related workflows, operational governance, and team capability. The role translates business and People priorities into clear ownership, scalable processes, strong controls, and a reliable operating rhythm. The Director will own operational outcomes, service delivery, process execution, and stakeholder partnership, working closely with the Director, People Programs, Systems & Analytics, who owns the strategy and roadmap for People programs, systems, analytics, AI, data governance, and change enablement. Together, they will build an integrated People operating model trusted by employees, candidates, managers, HRBPs, and business leaders. The role establishes and improves global employee lifecycle and recruiting operations, including support, documentation, controls, service standards, workflows, and vendor partnerships. It partners across People, Legal, Finance, IT, Payroll, Recruiting, and other functions to ensure operational reliability, compliance, change adoption, and a consistent, equitable experience. The position is hands-on in resolving complex issues while building scalable processes and teams. LaunchDarkly develops a software delivery platform that helps teams release software faster and more safely, target product experiences, optimize feature impact, coordinate releases across platforms, and improve engineering productivity. The company describes its culture as humble, open, collaborative, respectful, and kind, and states that it is an equal opportunity employer.

Requirements

15+ years of experience in People Operations, HR Operations, Talent Operations, shared services, or a similarly complex People function, including 5 years of leadership experience across employee and candidate lifecycle operations.
Demonstrated success designing or scaling global People Operations or Talent Acquisition Operations operating models at small and medium-to-large companies.
Experience leading and developing teams across multiple operational disciplines and creating clarity, accountability, and strong service delivery.
Strong understanding of employee lifecycle operations, recruiting operations, HR compliance, employee data, HR systems, recruiting systems, and cross-functional dependencies.
Experience with Greenhouse or an equivalent recruiting system, including workflows, approvals, reporting, integrations, or process improvement.
Experience improving operational controls, documentation, self-service, service delivery, data quality, and process consistency at scale.
Experience designing, managing, or improving integrations across HR systems and connected People tools to support reliable data flows and scalable operations.
Experience partnering effectively with Legal, Finance, IT, Payroll, HRBPs, Recruiting, and business leaders on sensitive or high-impact work.
Sound judgment handling confidential employee and candidate information, compliance-related matters, escalations, and employee experience risks.
Strong program management, prioritization, change leadership, written communication, and executive communication skills.
Ability to use data and operational metrics to diagnose issues, set priorities, measure outcomes, and communicate recommendations.
Willingness to stay close to operational details, remove barriers, and personally solve complex problems when needed.
Thoughtful, service-oriented leadership that combines operational discipline with empathy and care.
Ability to create clarity in complex environments and make decisions when ownership, process, or information is incomplete.
Ability to connect People Operations, Talent Acquisition, systems, data, compliance, and employee experience.
Ability to balance hands-on operational understanding with strategic, scalable model-building.
Builds trust through sound judgment, transparency, follow-through, and respect for confidential information.
Collaborative and pragmatic approach, with strong root-cause analysis and continuous-improvement instincts.
Commitment to consistent, equitable, people-centered experiences for employees, candidates, managers, and internal partners.

Responsibilities

Establish the global People Operations operating model across onboarding, offboarding, employee data changes, employment documentation, employee support, contingent workforce processes, international operations, and related service delivery.
Manage People Operations and Talent Acquisition Operations teams, setting expectations, priorities, collaboration practices, and a culture of ownership and continuous improvement.
Establish service standards, escalation paths, operating rhythms, and clear ownership models for People support.
Own operational readiness and execution for policies, compliance workflows, employment agreements, audits, immigration and mobility, accommodations, background checks, and other high-risk lifecycle activities in partnership with Legal and subject-matter experts.
Improve consistency, quality, and equity of employee experiences across U.S. and international processes while accounting for local requirements and operational complexity.
Build documentation, self-service resources, controls, and standard operating procedures that reduce manual work and improve accuracy.
Manage People Operations vendors and partnerships, including service quality, contracts, issue resolution, risk management, and performance.
Serve as an escalation point for complex People Operations issues, applying sound judgment, discretion, and awareness of employee trust and business risk.
Establish the Talent Acquisition Operations model, including recruiting intake, role setup, approvals, job postings, interview coordination and loop management, candidate communications, offer support, and reporting.
Partner with Talent Acquisition leadership to improve recruiter and coordinator capacity, operating discipline, candidate experience, hiring-manager partnership, and recruiting workflow consistency.
Set ownership and service standards for recruiting operations, including intake quality, scheduling, interview readiness, candidate handoffs, and offer-to-onboarding transitions.
Identify opportunities to simplify and strengthen Greenhouse and connected recruiting workflows with the Director, People Programs, Systems & Analytics and technical partners.
Support scalable recruiting programs, vendor management, executive recruiting operations, contingent recruiting processes, and other evolving Talent Acquisition priorities.
Use recruiting and operational signals to identify bottlenecks, clarify tradeoffs, and recommend improvements to hiring velocity, quality, candidate experience, and team capacity.
Partner with the Director, People Programs, Systems & Analytics to maintain an integrated roadmap across People Operations, Talent Acquisition Operations, People programs, systems, analytics, and AI.
Translate operational pain points and stakeholder needs into requirements, process and system improvements, reporting needs, and measurable outcomes.
Jointly define operating metrics, service-level expectations, data requirements, and success measures for employee and candidate lifecycle processes.
Ensure new systems, workflows, programs, and automation are operationally sound, documented, adopted, and supported after launch.
Partner on data quality, process governance, access controls, reporting definitions, and responsible use of automation and AI involving employee or candidate information.
Create an operating rhythm for prioritization, dependency management, risk review, decision-making, and communication across the People portfolio.
Partner with HRBPs, Recruiting, Finance, Legal, IT, AppEng, TechOps, Payroll, Workplace, Internal Communications, and external vendors to deliver reliable People and Talent processes.
Lead change adoption for operational changes, including stakeholder alignment, communications, training, readiness, issue management, and post-launch improvement.
Bring structure to ambiguous work, identify root causes, and make practical decisions balancing employee and candidate experience, compliance, speed, scalability, and cost.
Represent People Operations and Talent Acquisition Operations in cross-functional planning, business reviews, and executive discussions.
Build strong relationships with business leaders and managers so People processes are understood, usable, and aligned to business needs.