Remote Deputy Director, People Operations

Summary

Join Scale to Win as the Deputy People Operations Director and play a critical role in overseeing and implementing people operations strategy, managing internal systems, policies, and practices while ensuring alignment with organizational goals and values. The ideal candidate is a seasoned people operations professional with experience building and scaling progressive organizations and companies.

Requirements

• 5+ years experience in Human Resources or related fields, including prior experience as a senior People Operations leader
• Demonstrated experience creating and implementing people operations strategies, processes, tools, and trainings
• Knowledge of relevant laws and regulations and ability to ensure compliance and secure documentation of personnel data
• Demonstrated ability to scale an organization quickly, while centering a positive employee experience and building a strong culture
• Ability to train managers and guide employees through the entire employee lifecycle from recruitment to offboarding, including onboarding and performance improvement
• Commitment to learning and implementing current best practices in the people operations field
• Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications
• Commitment to Scale to Win’s goals and theory of change, and passion for grassroots organizing and commitment to progressive policy change as well as deep dedication to the mission
• Must be creative, strategic, collaborative, and organized, with keen attention to detail
• Ability to work independently and to exercise sound judgment and discretion
• Comfort working in fast-paced environments and ability to navigate complex and nuanced situations

Responsibilities

• Build people operations infrastructure and manage day-to-day people operations administration, including total rewards/compensation and benefits, performance management, team engagement, recruitment and onboarding, and learning and development initiatives
• Serve as a point of contact for employee complaints, managing the intake, documentation, and resolution process with discretion and professionalism, ensuring compliance with company policies and legal requirements
• Manage people operations platforms and HR systems (Gusto and PurelyHR), streamlining wherever possible
• Keep Scale to Win’s handbook, policies, leveling guide, and other internal documentation up-to-date, making changes as needed and with the approval of the Head of People
• Manage process and logistics for any disciplinary actions that arise, including compiling documentation, ensuring compliance, leading investigations, and coordinating with outside consultants and lawyers
• Ensure compliance with all state and federal regulations and develop and implement policies, processes, training, and initiatives to support human resource compliance
• Maintain people systems and ensure data integrity in all processes and applications
• Develop, audit, and enhance our HR practices, keeping up to date on norms and best practices in people operations and human resources
• Foster positive employee experience and support retention through opportunities to connect, learn, and act, resulting in increased trust and organizational impact
• Support the development of Scale to Win’s DEIJ skills and practices. Build upon existing initiatives, develop and implement racial justice, equity, diversity and inclusion efforts, integrating practices into recruitment, hiring, team building, culture setting, and professional development/advancement, while centering equity in all programs and operations
• Provide guidance around best practice and current trends in supporting productivity, recognition, engagement, and team-building initiatives and practices
• Manage recruitment and hiring processes, including position definition, market research, outreach and posting, interviewing, and reference checking of qualified job applicants, collaborating with departmental managers to understand the skills and capacities required for hiring needs
• Conduct orientation and onboarding for all new hires, including drafting offer letters, collecting new employee documentation (e.g., I-9s), conducting onboarding to Gusto and PurelyHR systems, administrating confidentiality agreements, and leading onboarding calls
• Manage logistics and process to offboard staff leaving Scale to Win
• Drive and support the evolution of Scale to Win’s performance management and two-way feedback processes
• Support people managers to conduct performance reviews and implement Scale to Win’s leveling guide, keeping the guide up-to-date and proposing revisions as needed
• Prioritize occupational health and safety and accessibility for team members, providing training and regular support for employees
• Develop policies and tools to support performance improvement processes

Benefits

• $110,000 yearly salary. As part of our commitment to equity, salaries are non-negotiable: everyone at the same level receives the same salary
• Discretionary bonuses during major election years
• Ten paid company holidays, two floating holidays, and a weeklong holiday break at the end of the year
• Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave
• 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents
• Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents
• Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer
• Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year