Director, People Success - Corporate

Crusoe•San Francisco, CA

7h•$215,000 - $295,000•Onsite

About The Position

Crusoe is seeking a Director of People Success to join its People Team and lead people strategies for its Corporate organization, including Finance, Legal, People, Talent, and other foundational functions. The role partners with Corporate leaders, employees, and People Team colleagues to strengthen organizational effectiveness, employee development, mobility, engagement, retention, and company performance as the organization scales. The Director will help develop and execute programs spanning performance management, management excellence, compensation reviews, organizational design, talent planning, and change management. The role is fully onsite at Crusoe’s San Francisco office five days per week and requires approximately 10–15% travel.

Requirements

10+ years of experience as a People Success or HR Business Partner, with a track record of building strong employee-organization relationships that produce measurable outcomes.
Experience supporting Corporate or G&A functions such as Finance, Legal, IT, or Security.
Experience supporting global employee groups.
Ability to use business strategy, plans, and value-creation levers to lead organizational effectiveness, talent planning, and talent development.
Ability to use data such as attrition, retention, engagement, and compensation analytics to generate actionable insights and demonstrable impact.
Comfort working in a fast-paced environment with ambiguous or evolving information and decisions.
Highly organized, process-oriented, and reliable, with excellent follow-through and regular communication of status updates.
Ability to take initiative, work autonomously, and conceive, develop, and project-manage work from beginning to end.
High level of discretion in handling confidential and sensitive matters.
Expertise in consultation, policy guidance, and coaching managers through sensitive or difficult employee behavior and performance concerns.
Ability to build influential partnerships with peers and leaders at all levels and across organizational lines.
Ability to stay informed about HR trends and offer progressive, relevant solutions.
Ability to travel approximately 10–15% of the time.
Ability to work onsite at the San Francisco office five days per week.

Nice To Haves

Experience scaling Corporate teams in a high-growth environment, including organizational design, leveling, and building management capability.

Responsibilities

Partner with People Team leaders and Corporate leadership to create strategy-aligned people programs, including performance management, management excellence, and compensation reviews.
Develop and implement programs that drive positive organizational change and impact.
Guide managers on career pathing, leveling, skills development, and professional development.
Support employees navigating professional or personal issues affecting their work and career growth.
Collaborate with peer groups and Centers of Excellence to meet business needs.
Lead day-to-day activities related to HR policies, processes, and programs.
Track and analyze organizational health indicators and recommend improvements using pulse surveys and other tools.
Drive initiatives to foster employee engagement, improve retention, and enhance job satisfaction.
Partner with Corporate leaders on organizational design and headcount planning, including team structures, layers, and centralized capabilities.
Advise leaders on management capability in fast-growing teams, first-time manager development, and succession planning for critical roles.
Develop targeted retention strategies, including top-performer plans, at-risk employee identification, and stay interviews.
Analyze Corporate attrition trends and partner with leaders on root-cause analysis and action plans.
Partner with Total Rewards on compensation planning, leveling, and pay equity for Corporate functions, including competitive offers for specialized roles.
Guide leaders through organizational change with clear communication and change management plans.
Partner with Employee Relations on sensitive employee matters and support consistent, well-documented outcomes.
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 people initiatives.
Facilitate voluntary and involuntary off-boarding when necessary.