Director, People Experience

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Upstart" description, then "The Team: Upstart is looking for a Director of People Experience...". We need to reformat job posting into clean semantic HTML. Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include based on content. We have: - About Upstart (company description) - could be "About the role"? Actually "About the role" is typical heading for role description. The posting includes "About Upstart" then "The Team: Upstart is looking for a Director of People Experience...". That is essentially role overview. Could treat as "About the role". We'll include an

About the role

with paragraphs summarizing the role description (the mission, team, responsibilities). Must preserve all substantive info; we can't summarize away detail, but we can keep the content as paragraphs. - Responsibilities: The "How You’ll Make An Impact" bullet list (actually sentences each starting with a verb). Those are responsibilities. We'll put under

Responsibilities

with

• each. - Requirements: Minimum Qualifications list. We'll put under

  Requirements

  with
  • . - Preferred Qualifications: list. Could be under

    Qualifications

    or separate? The instruction says use headings like Qualifications, Skills, Benefits, Pay, Schedule. We have Minimum Qualifications and Preferred Qualifications. Could combine into Requirements and Qualifications? Usually Requirements = minimum qualifications, Qualifications = preferred. We'll do

    Requirements

    for minimum, and

    Qualifications

    for preferred. - Benefits: The "What You'll Love At Upstart" section lists benefits. We'll put under

    Benefits

    with
    • . - Pay: The posting includes salary range: "United States | Remote - Anticipated Base Salary Range $191,000 - $265,300 USD". Also mentions target bonuses, equity compensation, generous benefits packages. So we have pay info. We'll include

      Pay

      with

      containing that range and note about bonuses/equity. - Schedule: Not explicitly given. There's mention of remote, digital-first, time zone requirements: "The team operates on the East/West coast time zones." That's a schedule/timezone requirement. Could be considered schedule. But the instruction says include Schedule section only if posting actually states them. It does state time zone requirements. So we can include

      Schedule

      with

      about remote, digital-first, team operates on East/West coast time zones, encouraged to spend high-quality time in-person via regular onsites, etc. However we must avoid filler placeholder text. The posting includes: "Position location This role is available in the following locations: Remote Time zone requirements The team operates on the East/West coast time zones. [Only use this section if there are specific time zone requirements that this role must work in; if the role is remote-US or can work in any timezone in the US, please remove this section.] Travel requirements As a digital first company, the majority of your work can be accomplished remotely. The majority of our employees can live and work anywhere in the U.S but are encouraged to to still spend high quality time in-person collaborating via regular onsites. The in-person sessions’ cadence varies depending on the team and role; most teams meet once or twice per quarter for 2-4 consecutive days at a time." We need to keep substantive info: remote, time zone requirements (East/West coast), travel/onsite expectations. So Schedule section can include that. We must not include boilerplate like EEO, accommodation, privacy policy, etc. Also remove duplicated lines. We must not include "About Upstart" as a heading? The instruction says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should not use "About Upstart" as heading; we should use "About the role". The content about Upstart mission can be part of About the role. Thus we will produce:

      About the role

      ... (combining Upstart mission and team description)

      Then responsibilities, requirements, qualifications, benefits, pay, schedule. We must preserve all substantive information; we cannot omit details. So we need to include all points from each section. Let's extract content. About Upstart mission paragraph: "At Upstart, we’re united by a mission that matters: to radically reduce the cost and complexity of borrowing for all Americans. Every day, we bring creativity, experimentation, and advanced AI to reshape access to credit, helping millions move forward financially with clarity and confidence. As the leading AI lending marketplace, we partner with banks and credit unions to expand access to affordable credit through technology that’s both radically intelligent and deeply human. Our platform runs over one million predictions per borrower using more than 3,000 signals, powering smarter, fairer decisions for millions of customers. But the numbers only hint at the impact. Every idea, every voice, and every contribution moves us closer to a world where credit never stands between people and their financial progress. We’re proudly digital-first, giving most Upstarters the flexibility to do their best work from wherever they thrive, alongside teammates across 80+ cities in the US and Canada. Digital-first doesn’t mean distant. We’re intentional about in-person connection through team onsites, planning sessions, and moments that spark creativity and trust. And whether you choose to work primarily from home or collaborate in-person from one of our offices in Columbus, Austin, the Bay Area, or New York City (opening Summer 2026), you’ll have the support to work in the way that works best for you. If you’re energized by tackling meaningful problems, excited to innovate with purpose, and motivated by work that truly matters, we’d love to hear from you." Then "The Team: Upstart is looking for a Director of People Experience to bring strategy, coherence, and exceptional execution to some of our most consequential enterprise People programs. You will own and evolve our performance and compensation cycles, employee listening program, GenAI acceleration efforts, enterprise employee engagement rhythm, and employee resource group operating model. You will help us understand what these experiences reveal about our organization, recommend where we should act, and build the systems that turn good intentions into a scalable and distinctly Upstart experience. This is an individual contributor Director role for someone who enjoys operating at both altitudes: developing a clear point of view with senior leaders and personally building the plan, process, communication, or tool needed to make it real. You will join Upstart's Communications, Culture & Development team, a group responsible for helping employees understand where the company is going, feel connected to its purpose, and build the capabilities to do their best work. The right person will add a new kind of leadership to that team: someone who sees the whole employee experience, finds the opportunity inside the signal, and knows how to turn an idea into something that works." We can combine these into About the role paragraph(s). Might be two paragraphs. Responsibilities: The "How You’ll Make An Impact" list: - Own the strategy, design, and end-to-end delivery of Upstart's mid-year and year-end performance cycles, creating a clear and effective experience for employees and managers. - Lead Upstart's employee listening strategy and Pulse program, partnering with People Analytics and HRBPs to move from survey data to organizational insight, leader action, and meaningful follow-through with employees. - Drive the employee program for GenAI acceleration, helping Upstarters adopt new tools and ways of working through thoughtful change strategy, communications, learning, experimentation, and measurement. - Build and govern a dynamic enterprise employee engagement calendar that gives the People Team and senior leaders a clear view of significant employee asks, upcoming communications, timing conflicts, and cumulative burden. - Partner with functional owners across Upstart to improve the timing, sequencing, messaging, and delivery of major company-wide employee asks while they retain ownership of the underlying program. - Strengthen our employee resource groups by defining a clear purpose, sustainable operating model, shared standards, annual rhythm, and self-service tools for volunteer leaders and executive sponsors. - Identify employee-facing needs that do not yet have a clear strategy or owner, develop a point of view, align stakeholders, and build practical approaches that can scale. - Translate program insights into concise recommendations for People and business leaders, bringing strong judgment about employee needs, organizational tradeoffs, and effective implementation. - Establish clear measures of success, use data and feedback to improve the portfolio, and build the documentation, governance, and operating practices that support future scale. We'll put each as
    • . Minimum Qualifications list: - 10+ years of experience across employee experience, internal communications, enterprise program management, People/HR programs, organizational change, or a related field. - A track record of owning complex, enterprise-wide programs that affect a broad employee population and require alignment across senior, cross-functional stakeholders. - Exceptional strategic and systems thinking. You can take an ambiguous problem, identify the root need, develop a clear recommendation, and translate it into a practical plan. - Excellent written and verbal communication. You make complexity clear, adapt to the audience, and can present a well-supported point of view to senior leaders. - Strong influence and relationship-building skills, including the confidence to challenge a partner, negotiate tradeoffs, or say 'not now' when the employee experience requires it. - Comfort using quantitative and qualitative data to identify patterns, test assumptions, and recommend action. - High standards for execution and an eagerness to roll up your sleeves. You do not believe seniority puts distance between you and the work. - Sound judgment about when to act independently, when to seek additional context, and when a decision requires escalation. - Curiosity, humility, and the willingness to change your mind when new information points to a better answer. Preferred Qualifications list: - Leading performance management, compensation, employee listening, or other enterprise People programs. - Driving employee adoption or behavior change related to AI, technology, or new ways of working. - Designing an operating model or enablement system for ERGs, employee communities, or volunteer-led programs. - Working in a fast-moving, founder-led, technology, fintech, or highly regulated environment. - Experience spanning more than one of the following disciplines: internal communications, HR/People programs, enterprise program management, change management, learning, or people analytics. Benefits list from "What You'll Love At Upstart": - Competitive compensation, including base pay, bonus opportunities, and annual equity grants that vest quarterly - Retirement benefits to help you plan for the future, including a 401(k) or Group Retirement Savings Plan with a company match of $2 for every $1 contributed, up to $15,000 annually (USD in the US, CAD in Canada) - Employee Stock Purchase Plan (ESPP) with discounted stock purchase options for eligible employees (US only) - Comprehensive health coverage designed to support you and your family, including medical, dental, vision, and wellness