Senior Director, People

Remote · USD 240,000-275,000 / year · 2+ years experience · Full-time · Remote · Posted Sep 29, 2026

At a glance

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.
This is a builder's seat, not a maintenance role, reporting directly to the CEO with the mandate and autonomy to shape how Doxel hires, develops, and retains talent as we scale.

Make the recruiting machine around dedicated owners world-class across hiring velocity, interview quality, decision discipline, and candidate experience.
Partner with Finance on leveling architecture and benchmarking (Pave/Carta) and design offer strategy.
Own and evolve our career pathing framework so growth criteria at every level are clear and defensible.
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 the Rippling HRIS platform including job architecture, approval workflows, onboarding, and offboarding.
Handle employee relations issues directly with rigor in accordance with company policies while coaching managers through difficult situations.
Own benefits strategy and annual renewals with our broker, 401(k) administration, and payroll operations.
Support immigration needs (H-1B and related) and mobility.
Own and grow the learning and development program to scale the success of growing managers into senior leaders.

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)
Comfortable evaluating and integrating AI-powered tools into People workflows
Experience building or significantly improving hiring infrastructure with measurable and effective KPIs
Has run performance review/merit/promotion or calibration cycles directly
Has built or owned a career pathing framework
Has direct experience developing first-time or early-stage people managers
Hands-on experience owning an HRIS like Rippling or comparable
Demonstrated experience handling ER issues directly