Director, People Operations & Programs

You'll build Wealth.com 's People function and make it AI native from day one. You'll own the systems that help exceptional people join, grow, and stay: onboarding, feedback and performance cycles, compensation and leveling, and the data leadership uses to see the company clearly. You'll be the closest partner to the Chief People Officer, helping a fast, creative place hold its shape as it scales.

Build the systems that make this a place exceptional people don't want to leave: how people join us and get good fast, how we set expectations and give each other feedback, how we pay and level people, and the data leadership uses to see the company clearly.

Scope a program like a product: find the real need, ship a first version, measure it, make it better.

Build it, then run it. Every new program you create, you operate through its first full cycle yourself, so you feel what breaks in the real world rather than hearing about it secondhand.

Hand programs to the People Operations & Employee Relations Director to maintain, and move on to build the next thing.

Own the design so changes come back to you after the People Operations & Employee Relations Director runs the process.

Ensure a program isn't finished when it launches. It's finished when someone else can run it without you, which means a written runbook, the failure modes named, and them executing it once while you watch.

Build everything to run without a person chasing it.

Set the standard for how the function uses AI, integrating automation, internal tools, and analysis throughout your work.

Build dashboards and data work that show leadership who's thriving, who's at risk, and where we're thin, building on data the People Operations Director owns and maintains.

Build onboarding so good that new hires are productive and confident by week two.

Build a performance and calibration cycle that's live and trusted.

Build comp bands and job family matrices that fit the company we're actually building.

Hand over at least one program fully and have it running without you.

Ensure operational work mostly runs itself.

You've built something real from scratch, and you can walk through what worked and what you'd change. Maybe a performance cycle, maybe an onboarding program, maybe a product or an operation somewhere else entirely and people problems are what pull you now.

You think like a builder. The moment something ships, you're already seeing the next version.

You're comfortable operating what you build, because for the first couple of quarters there's nobody to hand it to yet.

You bring structure and calm to a fast, creative place, and you hold your own with senior, technical leaders.

You've shipped a dashboard, an automation, or an internal tool a team actually uses.

You don't flinch at judgment calls. You'll build compensation and leveling with market data and a consultant behind you, but the judgment calls are yours.