Senior Director, People

Doxel•San Francisco, CA

About The Position

Construction is the second-largest industry in the world—nearly 4x the size of SaaS—yet it still operates without the automated feedback loops that modern software teams rely on. Without real-time observability, issues are detected too late, contributing to over $3 Trillion in annual global waste. Doxel brings computer vision and AI to construction, giving teams real-time visibility into progress, risk, and execution. From hospitals to data centers, and from field leaders to executive teams, Doxel is used every day to support better decisions and faster delivery. Our platform is trusted by industry leaders including Shell, Genentech, HCA Healthcare, Kaiser, Turner, and Layton. Doxel’s automated progress tracking solution keeps teams aligned with hard facts that leave no ambiguity on where the project is today, where it will be tomorrow and what decisions need to be made to land it on schedule and on budget. This enables our customers to deliver projects, on average, 11% ahead of schedule with up to 16% savings on monthly cash flow. Backed by Insight Partners and Andreessen Horowitz and with a rapidly growing team of engineers, scientists, construction veterans, and Enterprise go-to-market teams, we're driven to help our customers win. Join us as we continue our journey to transform the $15T Construction Industry! The Role You'll design the people systems and processes our company scales and thrives on: how we level and pay, how we onboard, how we grow and promote, and how we manage performance. The raw material is strong — a high-talent team, support for modern tooling, and leaders who care about performance as much as you do. This is a builder's seat, not a maintenance role. You'll report directly to our CEO, with the mandate and autonomy to shape how Doxel hires, develops, and retains talent as we scale — and the trust to build it right the first time.

Requirements

10+ years of blended Recruiting and HR experience
At least 2+ years within an Enterprise SaaS environment
Experience at a growth-stage company (roughly 50–300 headcount during tenure)
Experience building or significantly improving hiring infrastructure, with measurable and effective KPIs (time-to-fill, offer-accept rate, interviewer scorecard consistency, etc.)
Experience running performance review/merit/promotion or calibration cycles directly
Experience building or owning a career pathing framework with clear criteria for growth at each level
Direct experience developing first-time or early-stage people managers
Comfort coaching managers through difficult performance conversations in real time
Hands-on experience owning an HRIS (Rippling or comparable) — configuring job architecture, approval workflows, onboarding/offboarding flows
Demonstrated experience handling ER issues directly — investigations, terminations, conflict escalation, manager coaching

Nice To Haves

Comfort constructing offers and leveling using benchmarking data (Pave, Radford, or similar; Carta for equity)
Background in international HR operations and best practices
Experience owning benefits strategy and running an annual renewal with a broker
Familiarity with 401(k) administration and multi-country payroll operations
Prior experience supporting or managing employer-sponsored immigration cases

Responsibilities

Design the people systems and processes for scaling and thriving, including leveling, pay, onboarding, growth, promotion, and performance management.
Build a world-class talent engine around recruiting execution, focusing on hiring velocity, interview quality, decision discipline, and candidate experience.
Partner with Finance on leveling architecture and benchmarking (Pave/Carta); design offer strategy.
Own and evolve the career pathing framework to ensure clear and defensible growth criteria at every level.
Run merit and promotion cycles end-to-end, including calibration.
Directly coach and develop people managers, especially first-time managers, through performance conversations, calibration, and promotion decisions.
Own and manage the HRIS (Rippling), including job architecture, approval workflows, onboarding, and offboarding.
Serve as the first line on Employee Relations (ER) issues, including investigations, conflict escalation, and terminations, ensuring rigor and fairness.
Coach managers through difficult ER situations before they escalate.
Own benefits strategy and annual renewals with brokers, 401(k) administration, and payroll operations.
Ensure rewards are competitive, understood, and efficient.
Support immigration needs (H-1B and related) with dedicated outside counsel and manage mobility.
Own and grow the learning & development program to scale the success of growing up-and-coming managers into senior leaders.
Build systems that are rigorously fair and excellent, anchored to mission and merit.