Director, People

Method Financial•New York, NY

3d•$180,000 - $215,000•Hybrid

About The Position

Method is hiring its first Director of People to build the people strategy for the company’s next stage of growth. Method has roughly 65 people and operates with a deliberately lean, AI-native model. This hands-on role owns all aspects of the HR function, including performance management, compensation and benefits, employee development, compliance, and culture. The Director will turn existing systems into trusted, scalable programs, work alongside the Talent Acquisition team and generalists across Finance and Operations, and oversee one talent and people generalist.

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 tech industry.
Experience leading or being an early member of the people function at a venture-backed startup, ideally through Series B to C or D.
Experience in people operations, HR business partnership, or both.
Employee relations experience and sound judgment.
Comfort working with spreadsheets and independently building compensation or leveling analyses.
Experience designing performance, compensation, and leveling programs from scratch and adapting them through headcount growth.
Ability to build trust quickly and coach leaders with confidence.
Conviction and adaptability when programs or approaches are not working.
A preference for building over administering and for right-sizing processes to the company's stage.
Use of AI tools to work faster and think better.

Nice To Haves

Experience as the first people hire at a company that scaled past 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 the People function at Method.
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 ensuring compliance.
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 the compensation philosophy, benchmarking, and compensation and merit review cycles.
Lead benefits and leave policy design, applying market context to decisions.
Build dashboards, conduct analysis, and run reports using HRIS and AI to guide 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.