People Success Director
About the role
We are looking for a People Success Director to serve as a strategic HR partner to our Technology organization, working closely with senior tech leaders to drive people initiatives that improve performance, engagement, and team effectiveness at scale.
Responsibilities
- Partner with senior technology leaders to assess organizational health, analyze trends in performance, attrition, and engagement, and translate insights into actionable people strategies
- Own and drive complex, cross-functional people initiatives — including talent assessment, succession planning, retention, compensation planning, and leadership development — from design through delivery across the Technology organization
- Advise and coach engineering and tech managers and employees on performance management, career development, and organizational effectiveness, applying sound judgment on sensitive and ambiguous situations
- Design and facilitate development programs for people managers and individual contributors in technical roles that build capability and strengthen team performance
- Identify opportunities to improve how people work — including where AI and emerging tools can increase efficiency, reduce friction, or improve decision-making — and bring those ideas to life
- Leverage data and analytics to understand workforce trends, measure program effectiveness, and inform senior technology leader decisions
- Ensure a seamless employee experience across HR programs and processes, maintaining consistency with Happen Bank policies, systems, and values
- Serve as a subject matter expert across HR functional areas, contributing to the evolution of our people practices and building new approaches where existing ones fall short
Requirements
10+ years of HR generalist or HR business partner experience; bachelor's degree or higher, or equivalent combination of education and experience
You drive strategy and design systems — you’re not just executing defined work, but shaping what the work is and how it gets done across a complex organization
You take ownership of outcomes end-to-end, proactively identifying risks and opportunities and holding yourself accountable for results even when the path isn’t fully defined
You exercise strong judgment in ambiguous, high-stakes situations and bring a principled, consistent approach to sensitive people matters
You communicate with clarity and confidence at the senior leader level, adapting your style to influence, advise, and build trust across diverse stakeholders
You understand how to apply AI to complex, high-stakes work — not just for efficiency, but to unlock better outcomes. You set a high bar for responsible use, including attention to data integrity, model limitations, and compliance considerations. You’re building new workflows, not just using existing ones
You have deep knowledge of HR practices and employment law, with particular strength in one or more of: organizational design, talent development, or performance management
You collaborate across functions and adapt your approach based on feedback and context, while maintaining a clear point of view
Nice to Have:
- Experience supporting Technology, Engineering, or Product organizations as an HR business partner
- Background in building or scaling HR programs in a growth-stage or transforming organization
- Familiarity with AI-powered HR tools and experience incorporating them into workflows with appropriate oversight
Qualifications
You have a bachelor's degree or higher, or equivalent combination of education and experience
You have 10+ years of HR generalist or HR business partner experience
You take ownership of outcomes end-to-end, proactively identifying risks and opportunities and holding yourself accountable for results even when the path isn’t fully defined
You exercise strong judgment in ambiguous, high-stakes situations and bring a principled, consistent approach to sensitive people matters
You communicate with clarity and confidence at the senior leader level, adapting your style to influence, advise, and build trust across diverse stakeholders
You understand how to apply AI to complex, high-stakes work — not just for efficiency, but to unlock better outcomes. You set a high bar for responsible use, including attention to data integrity, model limitations, and compliance considerations. You’re building new workflows, not just using existing ones
You have deep knowledge of HR practices and employment law, with particular strength in one or more of: organizational design, talent development, or performance management
You collaborate across functions and adapt your approach based on feedback and context, while maintaining a clear point of view
You have experience supporting Technology, Engineering, or Product organizations as an HR business partner
You have a background in building or scaling HR programs in a growth-stage or transforming organization
You have familiarity with AI-powered HR tools and experience incorporating them into workflows with appropriate oversight