Director of People Operations

Role Overview

• Map all roles across the business units to standardized bands and titles, globally, across every entity
• Link bands to market benchmarks using compensation data sources (currently Mercer as part of Lattice)
• Prepare the data foundation for a multi-year compensation harmonization plan designed by the VP of HR
• Conduct ongoing compensation analysis for promotions, market adjustments, new hire offers, and internal equity
• Build and maintain compensation data in a clean, auditable format
• Integrate BambooHR, Pinpoint (ATS), Lattice (performance), and multiple country-specific spreadsheets into a connected, reliable data ecosystem
• Eliminate duplicate data entry and manual workarounds by building workflows that ensure one update propagates everywhere
• Own BambooHR configuration and data integrity globally
• Complete the Pinpoint ATS implementation
• Evaluate and deploy AI-powered tools and agents to automate repetitive HR operations such as data validation, employee query responses, and workflow routing
• Build and maintain AI-enhanced dashboards and reporting for the VP of HR and portfolio leadership, using automation to surface trends and anomalies in people data
• Maintain dashboards and reporting for the VP of HR and portfolio leadership
• Ensure all employee data handling complies with UK GDPR and applicable data protection legislation across jurisdictions
• Draft, publish, and roll out a comprehensive employee handbook covering all entities; ensure handbook content is structured and accessible through AI agents so employees can get answers to policy and procedure questions on demand
• Document and standardize HR policies aligned with local practices across North America, South America, EMEA, the Middle East, India, and APAC
• Provide training to managers on policies and ensure compliance through coaching and follow-up
• Ensure all HR practices comply with applicable employment law in each jurisdiction
• Build the end-to-end recruitment process from hiring requisition through offer acceptance
• Create standardized job description templates and interview frameworks
• Get Pinpoint fully operational for job postings, candidate pipeline management, interview scheduling, and offer workflows
• Partner with hiring managers and external recruiters to fill critical roles
• Develop and strengthen the employer brand and employee value proposition
• Introduce AI-assisted screening and candidate assessment tools to improve efficiency and reduce time-to-fill
• Finalize and document end-to-end onboarding and offboarding processes for all entities and geographies
• Ensure every new hire has a structured, consistent experience regardless of location
• Track and maintain onboarding plans with hiring managers
• Create and maintain a calendar of key recurring HR events across the portfolio
• including annual employee performance reviews, regular check-ins, annual compensation assessments (base and bonus), engagement surveys, and any other cyclical milestones
• Document and publish how these milestones connect to each other
• e.g., how performance review outputs feed into compensation decisions, how check-in data informs succession planning
• Define all related procedures, inputs, outputs, and roles and responsibilities for each milestone
• Train all stakeholders (BU leadership, line managers, Finance, the People team) on their specific contributions to each cycle
• Ensure the calendar is realistic, well-communicated, and adhered to
• this becomes the operating rhythm of the People function
• Act as the primary HR point of contact for line managers and employees located around the world
• Proactively partner with managers to address employee relations issues before they escalate
• Coach managers on risk, communications, and difficult conversations
• Escalate potential disputes to the VP of HR and coordinate follow-up with relevant stakeholders
• Navigate UK and European employment law with confidence; engage local counsel where needed to ensure compliance in other jurisdictions
• Manage day-to-day relationships with third party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring smooth employee operations and compliance
• Design and own the payroll coordination framework across all countries, including provider relationships, data submission standards, escalation protocols, and compliance requirements
• Serve as the senior point of contact for Finance and third-party payroll providers, and make judgment calls on complex or cross-jurisdictional payroll matters
• Ensure the Senior Analyst has the processes, templates, and guidance needed to execute payroll coordination accurately and on time
• Identify and implement AI-driven automation across core HR processes, including document generation, data reconciliation, and employee self-service
• Develop and maintain automated workflows that reduce manual effort in onboarding, offboarding, payroll coordination, and compliance tracking
• Partner with the VP of HR to evaluate emerging AI tools and integrate them into the People technology stack
• Manage the Senior People Operations Analyst, setting priorities, reviewing work quality, and ensuring accountability
• Establish asynchronous communication norms including documented briefs, shared project trackers, and structured handoffs across time zones
• Use the daily overlap windows effectively for live syncs and collaboration
• Travel to other Dorado offices and offsites internationally for team meetups, onboarding support, or portfolio events

Requirements

• 7-10 years of progressive HR experience with a significant focus on People Operations, HR Operations, or a generalist role with heavy operational ownership, with at least 3-4 years in a senior or lead role with ownership of the function or a significant workstream.
• Has personally built at least two of the following from scratch: compensation banding frameworks, HRIS integrations, employee handbooks, end-to-end recruitment processes.
• Multi-country experience across EMEA, with understanding of the compliance landscape and employment practices in the UK and at least 2-3 other European or EMEA jurisdictions.
• Strong HRIS and systems proficiency, having configured (not just used) platforms like BambooHR, Workday, HiBob, or equivalent.
• Advanced Excel skills, with the ability to build models, clean messy data, create dashboards, and work with large datasets.
• Experience using or implementing AI tools, agents, or automation within HR operations.
• Experience managing at least one direct report, ideally across time zones.
• Excellent written communication, with the ability to document processes clearly, write concise briefs, and communicate proactively.
• Detail-oriented, deadline-driven, and takes personal pride in delivering high-quality work on time.
• Experience in software or technology companies is preferred.
• Experience in a multi-entity, portfolio, or holding company structure is preferred.
• Familiarity with BambooHR, Pinpoint, and Lattice specifically is preferred.
• Experience with SharePoint or similar content management and collaboration platforms is preferred.
• Experience with EOR providers (e.g. Deel) is preferred.
• Experience supporting M&A integration from an operational perspective (job mapping, data migration, system consolidation) is preferred.
• CIPD qualification (Level 5 or above) is strongly preferred; equivalent international HR qualification will be considered.