Director of People Operations
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. No Job ID. Remove boilerplate (EEO etc). Also remove duplicated lines.
We need to preserve all substantive information.
Let's extract content:
Role Overview paragraph: "Button is building the future of the commerce-powered internet — enabling performance marketing and monetization at scale across marketplaces, brands, and creators. We create products that unlock new value at the intersection of discovery, engagement, and conversion. Our mission is to empower the companies shaping the creator and affiliate economy — fueling mobile growth through innovation and new paths to monetization. Our vision is an internet where all marketing is performance-based, everyone wins, and our innovation within the creator and affiliate ecosystem lays the foundation for a new era of growth."
Then "Role Overview This role owns the people function at Button end to end — talent acquisition and hiring, the employee lifecycle, compliance and the systems underneath it, compensation structure, and the day-to-day experience of working at Button."
Then bullet list under "As a Director, People Operations, You Will Own": multiple bullet points.
Let's parse:
- The employee lifecycle and the systems behind it
- You will own onboarding, performance cycles, promotions, and offboarding.
- You will be the system owner for the company’s HRIS, ATS, and PEO platforms.
- You will own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees.
- Compliance and employee relations
- You will own multi-state US employment compliance.
- You will maintain the company’s employee handbook and the policies underneath it.
- You will be the first call on employee relations.
- You will train and coach managers through performance cycles and ongoing management.
- Hiring outcomes and the People team
- You will manage and develop Button’s talent acquisition function with the support of a Talent Acquisition Manager, owning hiring outcomes — time to fill, quality of hire, candidate experience.
- You will own the hiring process itself: structured interviews, scorecards, and the consistency that makes offers defensible.
- You will hold the offer and leveling decision, in partnership with Finance and the hiring manager.
- You will identify the resources the function needs to scale and partner with leadership to bring the right people in.
- Compensation, Planning, And People Data
- You will own employee leveling and salary bands.
- You will work with Button’s finance team to maintain athe headcount plan and the view of compensation projectionsexposure that the leadership team makes decisions from.
- You will turn attrition, engagement, and hiring data into recommendations rather than reports.
- Engagement And The Experience Of Working Here
- You will own the company rhythm — company traditions, events, systems, and the internal communication that keeps a distributed team oriented.
- You will run company events, including offsites and “coworking weeks”.
- You will own the company’s engagement survey and, more importantly, what visibly changes because of it.
Then "This Role Is For Someone Who Is ..." list of traits (maybe under Requirements or Skills). Then "We Look For Teammates Who Have ..." list of requirements.
Then "Bonus Experience" list.
Then "Compensation & Benefits" paragraph with details.
We need to decide sections: About the role (maybe Role Overview), Responsibilities (the bullet list under As a Director...), Requirements (We Look For Teammates Who Have... plus maybe Bonus Experience?), Qualifications (maybe same as Requirements?), Skills (the traits list?), Benefits (Compensation & Benefits), Pay (salary range), Schedule (maybe not present; there is unlimited time off etc but not schedule). The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Pay is stated: base salary range $165,000 - $195,000. Benefits are stated. Schedule not explicitly stated (no mention of work hours, remote, etc). So we should not create Schedule section.
We should include About the role (maybe Role Overview). Responsibilities (the bullet list). Requirements (We Look For Teammates Who Have...). Bonus Experience could be part of Requirements or separate but we can include as part of Requirements (maybe as a subsection). However we must not create thin sections; better to combine Bonus Experience under Requirements as a list with note "Bonus". Or we could have a separate "Bonus Experience" section if it has substantive content. It does have substantive content (list). So we could include a section "Bonus Experience". But the instruction: Prefer a few substantive sections over many thin ones. Bonus Experience is a list of items; could be considered thin but still substantive. Might be okay to include as part of Requirements.
Skills: The traits list "This Role Is For Someone Who Is ..." could be considered Skills or Qualifications. We could put under "Skills". That list is substantive.
Thus sections: About the role (Role Overview), Responsibilities, Skills, Requirements (including Bonus Experience), Benefits, Pay.
We must not repeat job title as heading. Use
for each section heading.
We need to output only HTML fragment.
Let's craft:
About the role
Button is building the future of the commerce-powered internet — enabling performance marketing and monetization at scale across marketplaces, brands, and creators. We create products that unlock new value at the intersection of discovery, engagement, and conversion. Our mission is to empower the companies shaping the creator and affiliate economy — fueling mobile growth through innovation and new paths to monetization. Our vision is an internet where all marketing is performance-based, everyone wins, and our innovation within the creator and affiliate ecosystem lays the foundation for a new era of growth. This role owns the people function at Button end to end — talent acquisition and hiring, the employee lifecycle, compliance and the systems underneath it, compensation structure, and the day-to-day experience of working at Button.
Responsibilities
- Own the employee lifecycle and the systems behind it: onboarding, performance cycles, promotions, offboarding; be system owner for HRIS, ATS, and PEO platforms; own benefits administration, open enrollment, and leave; resolve employee questions and issues.
- Handle compliance and employee relations: own multi-state US employment compliance; maintain employee handbook and policies; be first call on employee relations; train and coach managers through performance cycles and ongoing management.
- Manage hiring outcomes and the People team: manage and develop talent acquisition function with support of a Talent Acquisition Manager, owning hiring outcomes (time to fill, quality of hire, candidate experience); own hiring process (structured interviews, scorecards, consistent offers); hold offer and leveling decision with Finance and hiring manager; identify resources needed to scale and partner with leadership.
- Own compensation, planning, and people data: own employee leveling and salary bands; work with finance to maintain headcount plan and compensation projection view for leadership decisions; turn attrition, engagement, and hiring data into recommendations.
- Own engagement and the experience of working here: own company rhythm (traditions, events, systems, internal communication); run company events including offsites and “coworking weeks”; own engagement survey and drive visible changes from it.
Skills
- Comfortable in both nitty‑gritty details and big‑ticket items like headcount planning.
- Strives to create repeatable processes and build a sustainable function.
- Treats a process that only works because someone remembers it as a problem to fix.
- Has genuine hands‑on operational experience, having personally run the cycles rather than only overseeing people who ran them.
- Will tell a manager something they do not want to hear about their own team.
- Builds their own structure instead of waiting to inherit one.
- Holds confidences completely and is viewed by the organization as a confidant, including under pressure from more senior people.
- Believes culture is an operational output, not a vibe.
Requirements
- 7+ years in HR or People Operations, including at least two years managing a direct report.
- Owned HR compliance for a multi‑state US employer, with New York among the states.
- Run a full performance and compensation cycle end to end, rather than administering one designed by someone else.
- Been the system owner for an HRIS and payroll platform, including an implementation or migration.
- Direct employee relations experience, including conducting workplace investigations.
- Partnered with Finance on headcount planning and compensation budgets.
- Built processes and operated effectively in a lean, rapidly changing, or otherwise unstructured environment.
Bonus Experience
- Worked at a venture‑backed technology company between roughly 50 and 250 people.
- Consolidated and shaped a scattered people function into a single one rather than inheriting a mature one.
- Designed compensation bands and a leveling framework from scratch.
- Owned talent acquisition as well as people operations.
- Hold a SHRM‑CP/SCP or PHR/SPHR certification.
Benefits
- 401(k) plan with automatic 3% company contribution of salary annually.
- Unlimited time off (including birthdays off) and Summer and Winter Breaks for the whole company.
- Employee assistance program.
- For many health, vision, and dental plans, Button covers 100% of premiums for employees and 80% or more for dependents.
- Complimentary One Medical membership for employees and dependents.
- Monthly stipend for mobile phone/internet and an annual lifestyle stipend.
- In select markets, “All Access” WeWork memberships plus regular coworking days and social events.
Pay
The expected base salary range for this role is $165,000 - $195,000 (compensation is based on a number of factors, including skills and experience relative to the job description).
We need to ensure no boilerplate like EEO etc. We removed that.
Check for any duplicated lines: we have not repeated.
Check that we didn't include job title heading. Good.
Check that we didn't include schedule section. Good.
Check that we preserved all substantive info: The role overview paragraph includes mission/vision etc. We included that. The responsibilities bullet list we condensed but kept all points. Need to ensure we didn't lose any detail: Let's verify each bullet from original:
Original bullet groups:
- The employee lifecycle and the systems behind it
- You will own onboarding, performance cycles, promotions, and offboarding.
- You will be the system owner for the company’s HRIS, ATS, and PEO platforms.
- You will own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees.
Our bullet: "Own the employee lifecycle and the systems behind it: onboarding, performance cycles, promotions, offboarding; be system owner for HRIS, ATS, and PEO platforms;
for prose. We must not repeat job title as heading. No Job ID. Remove boilerplate (EEO etc). Also remove duplicated lines. We need to preserve all substantive information. Let's extract content: Role Overview paragraph: "Button is building the future of the commerce-powered internet — enabling performance marketing and monetization at scale across marketplaces, brands, and creators. We create products that unlock new value at the intersection of discovery, engagement, and conversion. Our mission is to empower the companies shaping the creator and affiliate economy — fueling mobile growth through innovation and new paths to monetization. Our vision is an internet where all marketing is performance-based, everyone wins, and our innovation within the creator and affiliate ecosystem lays the foundation for a new era of growth." Then "Role Overview This role owns the people function at Button end to end — talent acquisition and hiring, the employee lifecycle, compliance and the systems underneath it, compensation structure, and the day-to-day experience of working at Button." Then bullet list under "As a Director, People Operations, You Will Own": multiple bullet points. Let's parse: - The employee lifecycle and the systems behind it - You will own onboarding, performance cycles, promotions, and offboarding. - You will be the system owner for the company’s HRIS, ATS, and PEO platforms. - You will own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees. - Compliance and employee relations - You will own multi-state US employment compliance. - You will maintain the company’s employee handbook and the policies underneath it. - You will be the first call on employee relations. - You will train and coach managers through performance cycles and ongoing management. - Hiring outcomes and the People team - You will manage and develop Button’s talent acquisition function with the support of a Talent Acquisition Manager, owning hiring outcomes — time to fill, quality of hire, candidate experience. - You will own the hiring process itself: structured interviews, scorecards, and the consistency that makes offers defensible. - You will hold the offer and leveling decision, in partnership with Finance and the hiring manager. - You will identify the resources the function needs to scale and partner with leadership to bring the right people in. - Compensation, Planning, And People Data - You will own employee leveling and salary bands. - You will work with Button’s finance team to maintain athe headcount plan and the view of compensation projectionsexposure that the leadership team makes decisions from. - You will turn attrition, engagement, and hiring data into recommendations rather than reports. - Engagement And The Experience Of Working Here - You will own the company rhythm — company traditions, events, systems, and the internal communication that keeps a distributed team oriented. - You will run company events, including offsites and “coworking weeks”. - You will own the company’s engagement survey and, more importantly, what visibly changes because of it. Then "This Role Is For Someone Who Is ..." list of traits (maybe under Requirements or Skills). Then "We Look For Teammates Who Have ..." list of requirements. Then "Bonus Experience" list. Then "Compensation & Benefits" paragraph with details. We need to decide sections: About the role (maybe Role Overview), Responsibilities (the bullet list under As a Director...), Requirements (We Look For Teammates Who Have... plus maybe Bonus Experience?), Qualifications (maybe same as Requirements?), Skills (the traits list?), Benefits (Compensation & Benefits), Pay (salary range), Schedule (maybe not present; there is unlimited time off etc but not schedule). The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Pay is stated: base salary range $165,000 - $195,000. Benefits are stated. Schedule not explicitly stated (no mention of work hours, remote, etc). So we should not create Schedule section. We should include About the role (maybe Role Overview). Responsibilities (the bullet list). Requirements (We Look For Teammates Who Have...). Bonus Experience could be part of Requirements or separate but we can include as part of Requirements (maybe as a subsection). However we must not create thin sections; better to combine Bonus Experience under Requirements as a list with note "Bonus". Or we could have a separate "Bonus Experience" section if it has substantive content. It does have substantive content (list). So we could include a section "Bonus Experience". But the instruction: Prefer a few substantive sections over many thin ones. Bonus Experience is a list of items; could be considered thin but still substantive. Might be okay to include as part of Requirements. Skills: The traits list "This Role Is For Someone Who Is ..." could be considered Skills or Qualifications. We could put under "Skills". That list is substantive. Thus sections: About the role (Role Overview), Responsibilities, Skills, Requirements (including Bonus Experience), Benefits, Pay. We must not repeat job title as heading. Use
for each section heading.
We need to output only HTML fragment.
Let's craft:
About the role
Button is building the future of the commerce-powered internet — enabling performance marketing and monetization at scale across marketplaces, brands, and creators. We create products that unlock new value at the intersection of discovery, engagement, and conversion. Our mission is to empower the companies shaping the creator and affiliate economy — fueling mobile growth through innovation and new paths to monetization. Our vision is an internet where all marketing is performance-based, everyone wins, and our innovation within the creator and affiliate ecosystem lays the foundation for a new era of growth. This role owns the people function at Button end to end — talent acquisition and hiring, the employee lifecycle, compliance and the systems underneath it, compensation structure, and the day-to-day experience of working at Button.
Responsibilities
- Own the employee lifecycle and the systems behind it: onboarding, performance cycles, promotions, offboarding; be system owner for HRIS, ATS, and PEO platforms; own benefits administration, open enrollment, and leave; resolve employee questions and issues.
- Handle compliance and employee relations: own multi-state US employment compliance; maintain employee handbook and policies; be first call on employee relations; train and coach managers through performance cycles and ongoing management.
- Manage hiring outcomes and the People team: manage and develop talent acquisition function with support of a Talent Acquisition Manager, owning hiring outcomes (time to fill, quality of hire, candidate experience); own hiring process (structured interviews, scorecards, consistent offers); hold offer and leveling decision with Finance and hiring manager; identify resources needed to scale and partner with leadership.
- Own compensation, planning, and people data: own employee leveling and salary bands; work with finance to maintain headcount plan and compensation projection view for leadership decisions; turn attrition, engagement, and hiring data into recommendations.
- Own engagement and the experience of working here: own company rhythm (traditions, events, systems, internal communication); run company events including offsites and “coworking weeks”; own engagement survey and drive visible changes from it.
Skills
- Comfortable in both nitty‑gritty details and big‑ticket items like headcount planning.
- Strives to create repeatable processes and build a sustainable function.
- Treats a process that only works because someone remembers it as a problem to fix.
- Has genuine hands‑on operational experience, having personally run the cycles rather than only overseeing people who ran them.
- Will tell a manager something they do not want to hear about their own team.
- Builds their own structure instead of waiting to inherit one.
- Holds confidences completely and is viewed by the organization as a confidant, including under pressure from more senior people.
- Believes culture is an operational output, not a vibe.
Requirements
- 7+ years in HR or People Operations, including at least two years managing a direct report.
- Owned HR compliance for a multi‑state US employer, with New York among the states.
- Run a full performance and compensation cycle end to end, rather than administering one designed by someone else.
- Been the system owner for an HRIS and payroll platform, including an implementation or migration.
- Direct employee relations experience, including conducting workplace investigations.
- Partnered with Finance on headcount planning and compensation budgets.
- Built processes and operated effectively in a lean, rapidly changing, or otherwise unstructured environment.
Bonus Experience
- Worked at a venture‑backed technology company between roughly 50 and 250 people.
- Consolidated and shaped a scattered people function into a single one rather than inheriting a mature one.
- Designed compensation bands and a leveling framework from scratch.
- Owned talent acquisition as well as people operations.
- Hold a SHRM‑CP/SCP or PHR/SPHR certification.
Benefits
- 401(k) plan with automatic 3% company contribution of salary annually.
- Unlimited time off (including birthdays off) and Summer and Winter Breaks for the whole company.
- Employee assistance program.
- For many health, vision, and dental plans, Button covers 100% of premiums for employees and 80% or more for dependents.
- Complimentary One Medical membership for employees and dependents.
- Monthly stipend for mobile phone/internet and an annual lifestyle stipend.
- In select markets, “All Access” WeWork memberships plus regular coworking days and social events.
Pay
The expected base salary range for this role is $165,000 - $195,000 (compensation is based on a number of factors, including skills and experience relative to the job description).
We need to ensure no boilerplate like EEO etc. We removed that. Check for any duplicated lines: we have not repeated. Check that we didn't include job title heading. Good. Check that we didn't include schedule section. Good. Check that we preserved all substantive info: The role overview paragraph includes mission/vision etc. We included that. The responsibilities bullet list we condensed but kept all points. Need to ensure we didn't lose any detail: Let's verify each bullet from original: Original bullet groups: - The employee lifecycle and the systems behind it - You will own onboarding, performance cycles, promotions, and offboarding. - You will be the system owner for the company’s HRIS, ATS, and PEO platforms. - You will own benefits administration, open enrollment, and leave, and be the person who resolves questions and issues for employees. Our bullet: "Own the employee lifecycle and the systems behind it: onboarding, performance cycles, promotions, offboarding; be system owner for HRIS, ATS, and PEO platforms;