Director, People

Method Financial•New York, NY

7d•$180,000 - $215,000•Hybrid

About The Position

Method is hiring its first Director of People as the company prepares for its next stage of growth. The role will build and manage all aspects of the HR function, including performance management, compensation and benefits, employee development, compliance, and culture. This is a hands-on builder role: some systems are already in place, and the Director will turn them into trusted programs and scalable processes. The Director will partner with company leadership, founders, and managers on organizational design, role clarity, leadership development, employee relations, and sensitive people matters. The role will refine the performance cycle, create leveling frameworks and career ladders, develop total rewards strategy, and own compensation philosophy, benchmarking, and review cycles. It will also lead benefits and leave policy design and use HRIS, AI, dashboards, analysis, and reports to guide people programs. Operational responsibilities include overseeing onboarding from offer signature onward, including global mobility and immigration; optimizing the HRIS; administering benefits; managing onboarding and offboarding; and reinforcing Method’s values and culture. The Director will work alongside the Talent Acquisition team and Finance and Operations generalists and oversee one talent and people generalist. The annual US base salary range is approximately $180,000–$215,000, based on experience and location. The role includes an equity package and benefits. Method expects a regular in-person presence at one of its hubs in New York City, Austin, San Francisco, or Washington, D.C., generally averaging at least 2–3 days per week in the office. Occasional remote work for a week at a time is possible; full-time remote work is not.

Requirements

At least 8 years of progressive HR experience.
At least 5 years as the primary HR point of contact within a high-growth company, preferably in the technology industry.
Experience leading or being an early member of a venture-backed startup People function, ideally through Series B to C or D growth.
Experience developed through people operations and HR business partnership, in either direction.
Real employee relations experience and sound judgment.
Comfort working with spreadsheets and personally building compensation or leveling analyses.
Experience designing performance, compensation, and leveling programs from scratch and adapting them as headcount grows.
Ability to build trust quickly and coach leaders confidently.
Conviction and ability to adjust quickly when an approach is not working.
Preference for building over administering and ability to right-size processes to the company’s stage.
Use of AI tools to work faster and think more effectively.

Nice To Haves

Experience as the first People hire at a company that scaled beyond 150 employees.
Background in fintech, B2B SaaS, or another high-growth technical environment.
Experience running people programs on Rippling.
Experience designing equity refresh programs.
Creativity in culture and employee engagement programming.

Responsibilities

Design and lead all facets of Method’s People function.
Partner with leadership on organizational design and role clarity as teams grow.
Coach managers and build leadership development grounded in Method’s values.
Advise founders and managers on employee relations and sensitive people matters, exercising discretion and complying with applicable requirements.
Refine and run Method’s performance management cycle.
Build a leveling framework and career ladders across functions suited to a lean, AI-native team.
Design Method’s total rewards strategy.
Own compensation philosophy, benchmarking, and compensation and merit review cycles.
Lead benefits and leave policy design, incorporating market context.
Build dashboards, conduct analysis, and run reports using HRIS and AI to inform people programs.
Oversee onboarding from offer signature onward, including global mobility and immigration.
Own HRIS optimization, benefits administration, and onboarding and offboarding.
Reinforce Method’s values and culture as the company grows.
Oversee one talent and people generalist.