Director of People (Remote)

The Opportunity

We’re seeking a Director of People who thrives in the dynamic realities of a scaling SaaS company. You will partner closely with the CFO and the Operations Team, comprising five additional people, to strengthen, standardize, and scale our people systems. This role requires a true player coach mentality, blending strategy with hands-on execution. It’s ideal for someone who enjoys building, improving, and operationalizing HR processes. As GridUnity scales, this role can evolve to include greater ownership and leadership responsibilities within People Operations.

Team Dynamics

Today this is a 1 person People team, but there is 1 additional budgeted People headcount who this person will manage. This role is responsible for strengthening the function’s structure, accountability, and scalability. As we grow, you will assess team design and resource needs to ensure the People & Talent department is built for long-term success.

Why This Role Matters

Our business is scaling. Now we need our people systems to scale with the same clarity and discipline. We’re looking for someone who will bring cohesion and consistency across the full employee lifecycle, design scalable systems that support growth without adding unnecessary complexity, elevate manager capability through thoughtful performance and development frameworks, reinforce and evolve our culture as the organization grows, and create clarity, accountability, and fairness in how people decisions are made.

Key Responsibilities

• People Operations

• Partner with the CFO and the Operations Team to set HR priorities, translate strategy into action, and measure progress.

• Audit and refine HR processes, documentation, and workflows to create a cohesive operating model.

• Provide guidance, structure, and support to the HR Manager while strengthening team capacity.

• Champion our values throughout all people programs and communication.

• Support assessment and selection of future HRIS or relevant HR software.

• Talent Acquisition

• Lead full-cycle recruiting alongside the HR Manager in the US (intake, sourcing, assessments, scheduling, offers, close).

• Ashby ATS experience is a plus.

• Improve and edit our recruiting playbook for scalability and determine long-term resourcing once it’s established.

• Partner with our department heads to define role requirements, competencies, and success profiles, and lead active recruiting.

• Ensure hiring is aligned with GridUnity’s values and stage and can support SaaS scaling needs.

• Performance Management & Compensation

• Refine or redesign the performance management cycle.

• Evaluate the effectiveness of our current compensation leveling system and propose improvements.

• Leverage Pave and similar tools to benchmark data to inform compensation bands.

• Learning & Development

• Lay the foundation for our 2026 Manager Training Program.

• Audit currently fragmented L&D practices.

• Build a cohesive L&D framework centered on employee enablement, skill development, and leadership readiness.

• Employee Experience & Lifecycle

• Strengthen and standardize the entire employee lifecycle starting with onboarding to ongoing engagement and development pathways through offboarding.

• Refine the currently specialized and siloed onboarding program and build a unified quality onboarding program that is aligned with GridUnity values.

• Ensure People processes remain human-centered, consistent, and scalable across a remote workforce.

• Benefits & Compliance

• Liaise with our PEO (Sequoia One) on benefits, payroll, and compliance.

• Maintain alignment with compliance needs while avoiding unnecessary complexity.

What Great Looks Like

• You will thrive in this role if you:

• Have hands-on HR leadership experience in a scaling SaaS or tech environment (50–250 employees).

• Bring grit, resilience, and a curious problem-solver mindset — seeing ambiguity as a puzzle, not a problem.

• Balance strategic thinking with hands-on execution.

• Lead with humility, sound judgment, and a bias toward action.

• Enjoy building order from emerging systems.

• Are energized by partnering closely with leaders and helping people grow.

• Understand remote culture and how to unify distributed teams.

What Does Not Matter

• You require a large HR team from day one.

• You do not thrive in ambiguity that accompanies a quickly growing/scaling SaaS organization.

• You get frustrated by evolving priorities or resource constraints.

• You want exclusively strategic work without operational ownership.