Director, People Ops

Plenful•San Francisco, CA

1d•Hybrid

About The Position

This is Plenful’s first dedicated HR hire. Reporting to the Chief People Officer, you’ll build the employee experience function from the ground up—owning everything from onboarding and performance to total rewards, HR operations, and the internal tools that keep a growing team running well. Your peer is the Head of Talent, who owns recruiting; you own everything that comes after an offer is signed. There’s a lot to build, and you’ll have the autonomy and support to do it right.

Requirements

8+ years in HR with genuine generalist breadth—you’ve worked across comp, performance, employee relations, and HR operations, not just one area
This role will need to cover ET/CT time zones for onboarding and approvals availability
Experience at a fast-growing tech company; you understand the difference between building what a company needs now versus over-engineering for a future state that may never arrive
A track record of building from scratch—you’ve started with a blank page before and are energized by it, not intimidated
Sound judgment and a direct communication style—you give clear, actionable guidance rather than heavily caveated answers; you know when process adds value and when it just slows things down
Some people genuinely want to come to you, build trust quickly across engineers, executives, and new hires, and are seen as a partner rather than a compliance function
Low ego and high ownership—you don’t need a large team or a polished playbook to do great work, and you’re comfortable making decisions without perfect information
Genuine care for the people you work with and the mission we’re building toward—you believe how a company treats its employees matters, and you act accordingly

Responsibilities

Build our onboarding program from scratch—from offer acceptance through the first 90 days—and create the internal infrastructure that makes it stick
Update our intranet/tooling, make it the place people actually go to find answers, and keep it useful as we grow
Own the systems and docs that help a fast-moving team stay aligned without everything living in someone’s head
Run or evolve our performance review process and career frameworks from scratch
Ensure people understand what strong performance looks like in their role, receive useful feedback, and have a clear path forward
Support managers—many of whom are leading teams for the first time
Review the policies we actually need, and keep us compliant as we hire across states
Handle the day-to-day operational work—immigration cases, leaves, separations—with care and consistency
Identify the tools that genuinely improve how our team works, roll them out thoughtfully, and drive real productivity
Work with the CPO to build the HR function from scratch—starting with the policies, systems, and processes that matter most right now
Make pragmatic decisions about what we need today versus what can come later