Director, People

Turing•San Francisco, CA

About The Position

Turing is establishing a formal People leadership structure to support its rapid growth. This is a founding role within a high-impact, multinational people environment. The ideal candidate will be adept at bringing clarity, moving quickly, and measuring their work from a business leader's perspective. This role will oversee three key areas of Turing's talent strategy: HR Business Partners, Talent Development, and People Experience, managing a team of approximately 15 HR professionals. The position reports directly to executive leadership and functions as a strategic partner, not merely a program owner. The successful candidate will be responsible for creating the People function's operational playbook from the ground up. This role sits at the intersection of Turing's AGI Advancement and Turing Intelligence businesses, partnering directly with business leaders to design and implement AI-enabled people strategies that support disciplined, scalable hypergrowth. Success requires strong judgment, clear thinking, and consistent execution, with a distinct emphasis on an AI-forward mindset and measurable business impact over traditional HR programming.

Requirements

10+ years of experience in HRBP or people leadership roles, including direct leadership of HRBP functions.
Proven track record of using people strategy to drive measurable business outcomes.
Experience operating as a strategic partner to executive leadership, with the judgment and influence to push back when it matters.
Demonstrated success leading and scaling HRBP functions in complex, global, and multinational organizations.
Ability to navigate ambiguity and operate effectively in fast-paced, hypergrowth environments.
High written communication skills.
Energized by 10x scaling, not incremental progress.

Nice To Haves

Prior experience at a high-growth technology company scaling through a critical inflection point (Series C to IPO, or equivalent).
Hands-on experience deploying AI tools in an HR or people context.
Background in a multinational environment with teams across the US, India, and other geographies.
Experience partnering with GTM and R&D leadership specifically.
Experience working within or closely alongside AI research organizations, frontier model labs, or technical teams building on large language models or advanced AI infrastructure.

Responsibilities

Operate as the primary people strategy partner to business leaders across all functions, providing judgment, clarity, and a steady hand.
Build trusted relationships with executives and senior individual contributors, becoming a go-to resource before decisions are made.
Treat recruitment and retention as foundational business priorities, not just HR programs.
Drive adoption of AI tools across the People function, identifying and prioritizing use cases that accelerate execution and scale impact.
Partner on AI initiatives, including the development of agents and HR-focused RL environments, demonstrating curiosity and a builder's mindset.
Lead People Operations' AI-enabled workflow initiative, focusing on AI-assisted talent analytics and HRBP decision support tools.
Drive Generative AI adoption across the People team, establishing expectations for daily AI tool usage and measuring adoption as a functional KPI.
Continue to scale the HRBP function supporting all business units, reinforcing operating rigor that aligns people strategies with business priorities.
Develop business partners who apply sound judgment, adapt to nuance, and are measured on business outcomes.
Lead the People Experience function through its team leader, setting direction, removing blockers, and ensuring program effectiveness, scalability, and alignment with culture.
Integrate employee experience ownership into the HRBP operating model, ensuring onboarding and engagement programs are embedded into business partnership workflows.
Reestablish clear ownership of employee touchpoints (onboarding, engagement, offboarding) within the combined HRBP and Talent Development structure.
Lead the Talent Development function through its team leader, owning the strategy and delegating execution.
Ensure Talent Development programs drive capability building and business performance.
Stand up Turing's first formal Talent Review framework across all executive teams.
Build a leadership development infrastructure to drive manager effectiveness at scale.
Define key metrics such as retention, time-to-productivity, manager effectiveness, and HRBP impact on business outcomes.
Build operating cadences across all People function pillars for executive leadership.
Establish People Team operating cadences from scratch.
Define metrics that connect people work to business outcomes.
Build HRBP accountability frameworks where few formal structures previously existed.
Evaluate how to instrument and buy-vs-build the right analytics and HRBP tooling.