The Director, People Experience & Operations owns how work gets done across the employee lifecycle at Delinea - from onboarding through offboarding, and everything in between.
You will lead a global team of People Operations and Experience Analysts and a Facilities Manager, partnering closely with HR Business Partners, Talent Acquisition, Total Rewards, IT, Legal, and Finance. You will be accountable for a cohesive, consistent employee experience across every region we operate in - and for the compliance, data integrity, and process discipline that make it defensible.
We are looking for someone who understands talent density: who hires selectively, sets a high bar, and builds a small team that outperforms a large one.
What You'll Do:People Operations & Service Delivery:- Own day-to-day global People Operations - transactions, workflows, records, escalations, and case management - with clear SLAs and measurable quality standards.
- Design and mature HR service delivery: intake, triage, routing, documentation, and self-service, so the team scales without adding headcount linearly.
- Establish operational metrics and reporting that give leadership a real view of cycle times, volume, accuracy, and employee sentiment.
- Serve as the escalation point for complex, ambiguous, or high-sensitivity operational issues.
Employee Lifecycle & Experience:- Own the end-to-end employee lifecycle and drive it toward a single, coherent experience rather than a set of disconnected handoffs.
- Lead the redesign of onboarding and offboarding - the two moments that shape how employees judge everything else - including cross-functional orchestration with IT, Security, Facilities, and hiring managers.
- Partner on employee development and growth programming, building the operational backbone that makes learning and career pathing consistent and accessible.
- Continuously identify friction in the employee journey and remove it, using data rather than anecdote to prioritize.
Employee Listening, Engagement & Communications:- Build and operate an active employee listening program - survey strategy, cadence, analysis, and, most importantly, the closed-loop action planning that follows.
- Translate listening data into clear recommendations for executives and people leaders, and hold the organization accountable to follow-through.
- Own People team communications: the calendar, the channels, the voice, and the standards that make our messages clear, timely, and trusted.
Compliance, Data & Risk:- Ensure global compliance across employment documentation, recordkeeping, data privacy, and statutory requirements in every country where we operate.
- Lead documentation and compliance audits and drive remediation to completion, with durable controls so gaps do not reopen.
- Own the operational side of global mobility and immigration, consolidating fragmented processes into a single governed program.
- Uphold HR data integrity and appropriate access standards across People processes, partnering with HRIS, IT, and Security - in an identity security company, this standard is non-negotiable.
Process Design & Systems Partnership:- Own the process design behind our People systems: define the workflows, business rules, and service standards, then partner with our HRIS team - who own configuration and system administration - to bring them to life.
- Translate operational needs into clear requirements, test what gets built, and own the change management, training, and adoption that determine whether it actually works.
- Write and maintain the process standards, SOPs, and documentation the People team runs on - and enforce them.
- Build durable cross-functional processes with HRIS, IT, Legal, Finance, Payroll, and Security where People workflows cross department boundaries.
Global Facilities:- Oversee global facilities and workplace operations through a Facilities Manager, covering site strategy, vendor management, budget, safety, and the in-office experience.
Team Leadership:- Lead, coach, and develop a globally distributed team of People Operations and Experience Analysts and Facilities
- Set clear goals, raise the performance bar, and build a team known for judgment and follow-through, not just throughput.
- Support the business with ad hoc People Operations needs without letting reactive work displace the strategic roadmap.
What You'll Take On First:This role comes with a live agenda, not a blank page. Your early priorities will include:
- Designing the People team's service model - intake, routing, and reporting - and partnering with HRIS to stand up the tooling behind it.
- Rebuilding onboarding and offboarding end to end.
- Consolidating global immigration and mobility into one governed process.
- Completing employment documentation compliance audits and closing the remediation items they surface.
- Launching an always-on employee listening program and the action-planning discipline behind it.
Looking ahead, you will define and drive adoption of manager self-service alongside our HRIS team, and build out employee development and growth infrastructure.
What You Bring:- 8+ years of progressive HR experience, with deep hands-on grounding in People Operations, HR service delivery, or shared services.
- 3+ years directly managing people, including experience leading a distributed or global team.
- Demonstrated ownership of the full employee lifecycle, with specific evidence of redesigning onboarding, offboarding, or comparable end-to-end processes.
- Strong global compliance fluency - multi-country employment documentation, recordkeeping, data privacy, and immigration/mobility operations.
- Genuine process and operational rigor: you document, you measure, you standardize, and you can point to processes that outlasted you.
- Experience acting as the business owner on HR systems work - defining requirements, testing, and driving adoption in partnership with an HRIS or systems team; Workday experience strongly preferred.
- Track record of building cross-functional processes with HRIS, IT, Legal, Finance, and Security.
- A talent density mindset - you hire selectively, give direct feedback, and hold a high bar for yourself and your team.
- Excellent written communication; you can write a policy, an all-company announcement, and an executive summary equally well.
- Comfort operating with ambiguity, competing priorities, and a pace that rewards decisiveness.
Nice to Have:- Experience in high-growth, private-equity-backed, or post-acquisition software environments.
- Experience running an employee listening platform and closed-loop action planning at scale.
- Global facilities or workplace operations oversight.
- M&A integration experience on the People Operations side.
What Success Looks Like:- In 90 days: you know where the process gaps and compliance risks are, and the team has a prioritized roadmap with owners and dates.
- In 6 months: onboarding and offboarding are redesigned and running, the People service model is live and being used, and compliance remediation is underway with clear tracking.
- In 12 months: employee listening is operating on a regular cadence with visible action, immigration is consolidated, self-service has meaningfully reduced manual volume, and the People team runs on documented, measurable standards.
Additional Information:This is a full-time, remote position based in the United States. Occasional travel may be required.
