Director, People Success (GTM)

Crusoe • San Francisco, CA

8d • $215,000 - $295,000 • Onsite

About The Position

Crusoe is seeking a Director of People Success to join its People Team and guide effective people strategies in partnership with employees, leaders, and People Team colleagues. The role drives organizational development, change management, employee growth and mobility, engagement, and programs that improve organizational effectiveness, retention, and company performance.

The position supports Crusoe’s Go-To-Market (GTM) organizations, including sales, marketing, and business development. It partners with GTM leadership and Finance on sales incentive compensation design and planning, and develops retention strategies and organizational recommendations aligned with the company’s growth. This is a fully onsite position, five days a week at the San Francisco office, with travel of about 30% of the time.

Requirements

• 10+ years of experience as a People Success or HR Business Partner, with evidence of building positive employee-organization relationships and favorable outcomes.
• Ability to travel about 30% of the time.
• Specific experience working with GTM organizations, including sales, marketing, or business development.
• Experience supporting global employee groups.
• Ability to use a deep understanding of business strategy, plans, and value-creation levers to provide insight and leadership on organizational effectiveness, talent planning, and talent development.
• Ability to use varied data to drive actionable insights and demonstrable impact, including attrition, retention, and compensation analytics.
• Comfort working in a fast-paced environment with ambiguous or iterative information and decision-making.
• Strong organization, process orientation, follow-through, reliability, and regular communication of status updates.
• Ability to take initiative, work autonomously, and conceive, develop, and project-manage work from beginning to end.
• High discretion when handling confidential and sensitive matters.
• Expertise in consultation, investigations, guidance, policy development, and coaching managers on sensitive or difficult employee behavior and performance concerns.
• Ability to build influential partnerships with peers and leaders across organizational lines and provide strategic employee-relations counsel.
• Aptitude for staying informed about HR trends and offering progressive, relevant solutions.

Nice To Haves

• Experience supporting or closely partnering with sales organizations on incentive compensation design and retention strategy.

Responsibilities

• Partner with People Team leaders and business leadership to create strategy-aligned HR strategies and programs, including performance management, management excellence, and compensation reviews.
• Develop and implement programs that drive positive change and impact.
• Guide managers on career pathing, leveling, skills development, and professional development.
• Serve as a point of contact for employees navigating professional or personal issues that affect their work and career growth.
• Collaborate across peer groups to meet business needs and lead day-to-day HR policies, processes, and programs.
• Track and analyze organizational health indicators, including pulse surveys, and recommend improvements.
• Drive initiatives to foster employee engagement, improve retention, and enhance job satisfaction.
• Partner with GTM leadership and Finance to design, evaluate, and improve sales incentive compensation plans aligned with revenue and growth targets.
• Monitor incentive compensation plan effectiveness and recommend adjustments based on attainment trends, market shifts, or changes in go-to-market strategy.
• Develop and lead GTM retention strategies, including top-performer plans, at-risk employee identification, and stay interviews.
• Analyze GTM attrition trends and partner with leaders on root-cause analysis and action plans.
• Support annual and mid-year sales compensation planning, including quota-setting conversations, plan documentation, and manager enablement.
• Partner with Sales Operations or Revenue Operations on compensation escalations, plan interpretation, and dispute resolution.
• Promote a positive work environment that supports inclusion, diversity, employee morale, and well-being.
• Conduct organizational assessments and talent gap analyses, and recommend structures that align business strategy with HR initiatives.
• Facilitate voluntary and involuntary offboarding when necessary.

Benefits

• Competitive compensation and equity packages, including restricted stock units.
• Paid time off, paid holidays, and leave of absence programs.
• Comprehensive health, dental, and vision insurance.
• Employer contributions to an HSA account.
• Paid parental leave.
• Paid life insurance and short-term and long-term disability.
• Professional development and tuition reimbursement.
• Mental health and wellness support.
• Commuter benefits for parking and transit.
• Cell phone stipend.
• 401(k) retirement plan with company match up to 4% of salary.
• Volunteer time off.
• Global travel insurance and emergency assistance.
• Daily meals allowance.
• Additional perks and programs specific to location.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed