Senior Director, People Operations

Crusoe•San Francisco, CA

4d•$235,000 - $270,000

About The Position

Crusoe is building the infrastructure for the abundance of energy and intelligence, and we're growing at a pace that outstrips the systems most companies rely on to keep people supported. This role builds the operating layer that makes that growth possible. As Senior Director, Global People & Talent Operations, you own the end-to-end employee lifecycle — every hire, transfer, promotion, and exit — across a global, multi-entity workforce, and you own the systems, processes, and data that make those transactions accurate, compliant, and fast. You'll set the vision for our people and talent technology architecture, partner closely with People Technology through our Workday go-live and beyond, and build the service delivery model rather than inherit one. You'll also lead the People Operations team, growing its bench strength and capabilities as the company scales. This is a builder's role. The processes you design will replace the ones we've outgrown, and the standard you set for data integrity will determine what every report, program, and decision downstream can be built on. You'll bring an operator's instinct for when process creates leverage and when it creates drag, a bias toward automation and AI over manual repetition, and the judgment to make calls and move.

Requirements

10+ years in People Operations or HR Shared Services, including 7+ years leading teams undergoing accelerated scaling and change
Experience with proven results in designing, implementing and iterating HR/People workflows and processes, policies and systems to support increasingly large and distributed employee and contractor populations; ideally, organizations sub 2000 employees up to 25,000 people in size
Demonstrated experience architecting and managing x-functional processes to manage continuous change required of policy, process, systems given evolving needs the company operating model and workforce
Demonstrated experience partnering with cross functional stakeholders to positively implement change to workflows, processes and policies that impact roles, responsibilities, user interactions with systems etc.
Experience operating shared services processes and infrastructure at scale
Direct experience with Workday HCM/HRIS and both the system and the operational design that has to happen around it
A track record of building service delivery models from the ground up, not just running an existing one
Proven ability to build trust and drive alignment across a wide range of stakeholders
Comfort operating across a global, multi-entity structure with varied labor models and compliance requirements
Strong instincts for when to build process and when process is overhead
Solid track record of impeccable budget management related to People Operations and infrastructure
An ability to ruthlessly prioritize, and reprioritize with agility as the moment demands
A decisive operator who makes calls and moves, rather than waiting for consensus
A true team player who makes the people around them better without needing the credit
A readiness to put in the work, energized by the pace of a fast-scaling, builder's role rather than drained by it

Nice To Haves

Experience with ADP, Ashby, Lattice a plus

Responsibilities

Drive the initial vision and architecture for the holistic people and talent systems and technology landscape in collaboration with all people teams and key stakeholder groups including but not limited to: IT, compliance, finance, accounting, safety and legal. Design and lead process to continuously update the architecture and product roadmap to ensure integration of systems to address key data hygiene, reporting, compliance and user experience needs
Own the end-to-end day to day employee administration lifecycle, from execution of individual transactions (hires, transfers, promotions, terminations) to the operational governance that keeps them accurate and compliant across a global, multi-entity workforce
Lead and grow the People Operations team, building the bench strength and capabilities needed to support the company at scale
Own data accuracy, audit readiness, and controls across the employee lifecycle, resolving discrepancies at the source so every downstream transaction, report, and system built on that data can be trusted
Own end-to-end process design, SOPs, and RACI documentation for how work actually flows through People Operations, building and rebuilding processes as needed rather than just maintaining what exists
Serve as the primary People Operations counterpart to the People Technology team through go-live and beyond, translating operational needs into system design decisions and owning the service model that Workday enables
Identify and drive opportunities to apply AI, agentic workflows, and automation across People Operations, partnering with People Analytics and People Technology to turn manual, repeatable work into scaled, intelligent systems
Act as the connective tissue across Total Rewards, Employee Success, HRBPs, Talent, Legal, Payroll, and Finance, translating their requirements into operational process built around the employee experience, and serving as the operational voice employees experience directly
Own the training, knowledge base, resources, and self-service infrastructure that let employees and managers resolve their own needs; and own the training and onboarding that gets the People Operations team itself ramped and effective
Define and own the KPIs that tell us whether People Operations is actually working (case resolution time, transaction accuracy, service delivery against SLAs, employee/manager satisfaction) and use them to drive continuous improvement