Director of People Operations

Role Overview

• Serve as the primary HR partner to the President and senior leadership across both business units
• Translate business priorities into people strategy, covering organizational design, talent planning, compensation philosophy, and cultural direction
• Partner with BU leadership to establish the People function as a shared resource that adds genuine value without introducing centralized bureaucracy
• Build credibility as the go-to advisor on people, culture, and organizational issues across the portfolio
• Design and own the compensation philosophy and banding architecture for the portfolio
• Map all roles globally to standardized bands and titles; link to market benchmarks using available data sources (currently Mercer as part of Lattice)
• Build the data foundation for a multi-year compensation harmonization plan
• Conduct ongoing compensation analysis for promotions, market adjustments, new hire offers, and internal equity
• Build and maintain compensation data in a clean, auditable format; support annual and off-cycle review cycles
• Get BambooHR fully operational as the single source of truth for all employee data globally
• Integrate BambooHR, Pinpoint (ATS), and Lattice (performance) into a connected, reliable data ecosystem; eliminate duplicate data entry and manual workarounds
• Complete the Pinpoint ATS implementation and own end-to-end recruitment process design
• Own BambooHR configuration, data integrity, and privacy compliance across all jurisdictions
• 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 reporting dashboards for portfolio and BU leadership
• Draft, publish, and roll out a comprehensive employee handbook covering all entities
• Standardize HR policies aligned with local employment law across North America, South America, EMEA, the Middle East, India, and APAC
• Ensure all HR practices comply with applicable employment legislation in each jurisdiction
• Train managers on policies and ensure compliance through coaching and follow-up
• Build the end-to-end recruitment process from hiring requisition through offer acceptance
• Create standardized job description templates and interview frameworks
• 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
• Design and own the annual HR operating calendar, including performance reviews, compensation cycles, engagement surveys, regular check-ins, and succession milestones
• Document how cyclical processes connect, for example how performance review outputs feed compensation decisions and how check-in data informs succession planning
• Define all related procedures, inputs, outputs, and roles and responsibilities for each milestone
• Train all stakeholders on their contributions to each cycle and ensure the calendar is adhered to across the portfolio
• Act as the primary HR point of contact for managers and employees globally
• Proactively partner with managers to address employee relations issues before they escalate
• Coach managers on risk, communications, and difficult conversations
• Navigate North American employment law with confidence; engage local counsel where needed for other jurisdictions
• Manage day-to-day relationships with EOR providers, including Deel, in regions where the portfolio does not have a legal entity
• Lead the people workstream for acquisitions, including due diligence, job mapping, data migration, system consolidation, and cultural integration
• Build repeatable M&A people playbooks that scale with the portfolio’s acquisition activity
• Partner with Operations, Finance, IT, and Legal on cross-functional integration execution
• 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; 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
• 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
• 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 portfolio leadership 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
• Build the team’s capability to scale with the portfolio’s growth and M&A activity
• Travel to other Dorado offices and offsites internationally for team meetups, onboarding support, or portfolio events

Requirements

• 10-15 years of progressive HR experience, with at least 4-6 years owning a function or significant HR workstream in a senior or lead capacity.
• Has personally built at least three of the following from scratch: compensation banding frameworks, HRIS integrations, employee handbooks, end-to-end recruitment processes, HR operating calendars.
• Multi-jurisdiction experience across North America (multi-state US and/or Canada), with meaningful exposure to employment practices in at least 3-4 additional international jurisdictions spanning EMEA, APAC, or South America.
• Strong HRIS proficiency, having configured (not just used) platforms like BambooHR, HiBob, Workday, or equivalent.
• Proven ability to partner with and coach senior business leaders on people strategy, organizational design, and difficult decisions.
• Track record operating as a player-coach: strategic enough to design the architecture, hands-on enough to build it personally during the buildout phase.
• Experience managing at least one direct report.
• 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.
• 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 enterprise software, SaaS, or technology companies is preferred.
• Experience in a multi-entity, portfolio, holding company, or PE-backed structure is preferred.
• M&A people integration experience, including job mapping, data migration, system consolidation, and cultural integration, is preferred.
• Familiarity with BambooHR, Pinpoint, and Lattice specifically is preferred.
• Experience with EOR providers, particularly Deel, is preferred.
• Experience with SharePoint or similar content management and collaboration platforms is preferred.
• CHRL, SHRM-SCP, SPHR, or equivalent HR qualification is preferred.