Senior Director of People

Join Doxel as the Senior Director of People, where you will design and implement people systems and processes that will drive the company's growth and success. You will work directly with the CEO and have the autonomy to shape how Doxel hires, develops, and retains talent. Your responsibilities will include managing performance, career pathing, employee relations, benefits, and learning and development. You should have at least 10 years of experience in recruiting and HR, with a strong background in multi-entity or international operations.

• Design and implement people systems and processes to support company growth, including leveling, pay, onboarding, and performance management.
• Lead and enhance the talent acquisition process, ensuring hiring velocity, interview quality, and candidate experience are world-class.
• Own and evolve the career pathing framework, run merit and promotion cycles, and directly coach and develop people managers.
• At least 2+ years within an Enterprise SaaS environment
• Has direct experience developing first-time or early-stage people managers — coaching them through their first performance conversations, calibration debates, or promotion decisions, not just training them once and moving on
• Has built or owned a career pathing framework — clear criteria for what growth looks like at each level, not just comp bands tied to titles
• Performance Management, Career Pathing & Manager Development:
• Employee Relations: Demonstrated experience handling ER issues directly — investigations, terminations, conflict escalation, manager coaching
• Has run performance review/merit/promotion or calibration cycles directly, not just supported them
• Experience at a growth-stage company (roughly 50–300 headcount during tenure)
• Talent Engine: Experience building or significantly improving hiring infrastructure, with measurable and effective KPIs (time-to-fill, offer-accept rate, interviewer scorecard consistency, etc.)
• HRIS ownership: Hands-on experience owning an HRIS (Rippling or comparable) — configuring job architecture, approval workflows, onboarding/offboarding flows — not just using one as an end user
• 10+ years of blended Recruiting and HR experience
• Comfortable coaching managers through difficult performance conversations in real time
• Compensation & benchmarking: Comfort constructing offers and leveling using benchmarking data (Pave, Radford, or similar; Carta for equity) — noting compensation budget currently sits with Finance, so this is closer to fluency and partnership than sole ownership today
• Multi-entity/international experience: We currently operate across 11+ countries, so background in international HR operations and best practices is very helpful
• Benefits & Total Rewards: Experience owning benefits strategy and running an annual renewal with a broker; familiarity with 401(k) administration and multi-country payroll operations
• Immigration: Prior experience supporting or managing employer-sponsored immigration cases