Director, People Operations

About the Job: LaunchDarkly is looking for a Director, People Operations to lead the operating model, service delivery, and continuous improvement of People Operations and Talent Acquisition operations across the employee and candidate lifecycles. Reporting to the Senior Director, People Operations, you will lead a connected portfolio spanning global People Operations, Talent Acquisition Operations, employee and candidate experience, compliance-related workflows, operational governance, and team capability for a growing global company. You will translate business and People priorities into clear ownership, scalable processes, strong controls, and a reliable operating rhythm. This role will work in close partnership with the Director, People Programs, Systems & Analytics. The Director, People Operations will own operational outcomes, service delivery, process execution, and stakeholder partnership. The Director, People Programs, Systems & Analytics will own managing the strategy and roadmap for People programs, systems, analytics, AI, data governance, and change enablement. Together, these leaders will create a practical, integrated People operating model that is trusted by employees, candidates, managers, HRBPs, and business leaders. Responsibilities: People Operations Leadership • Establish the global People Operations operating model across the employee lifecycle, including onboarding, offboarding, employee data changes, employment documentation, employee support, contingent workforce processes, international operations, and related service delivery. • Manage the activities of the People Operations and Talent Acquisition Operations teams, creating clear expectations, effective prioritization, strong collaboration, and a culture of ownership and continuous improvement. • Establish service standards, escalation paths, operating rhythms, and ownership models that make it easy for employees, managers, HRBPs, and cross-functional partners to get the right support. • Own operational readiness and execution for policies, compliance-related workflows, employment agreements, audits, immigration and mobility processes, accommodations, background checks, and other high-risk employee lifecycle activities in partnership with Legal and relevant subject-matter experts. • Improve the consistency, quality, and equity of the employee experience across U.S. and international processes while accounting for local requirements and operational complexity. • Build scalable documentation, self-service resources, controls, and standard operating procedures that reduce avoidable manual work and improve accuracy. • Manage key People Operations vendors and partnerships, including service quality, contracts, issue resolution, risk management, and performance against expectations. • Serve as an escalation point for complex People Operations issues, using sound judgment, discretion, and a strong understanding of employee trust and business risk. Talent Acquisition Operations • Establish the operating model for Talent Acquisition Operations, including recruiting intake, role setup, approvals, job posting workflows, interview coordination, interview loop management, candidate communications, offer process support, and recruiting operations reporting. • Partner with Talent Acquisition leadership to improve recruiter and coordinator capacity, operating discipline, candidate experience, hiring-manager partnership, and consistency across recruiting workflows. • Establish clear ownership and service standards across recruiting operations, including intake quality, scheduling, interview readiness, candidate handoffs, and offer-to-onboarding transitions. • Identify opportunities to simplify and strengthen Greenhouse and connected recruiting workflows in partnership with the Director, People Programs, Systems & Analytics and technical partners. • Support scalable recruiting programs, vendor management, executive recruiting operations, contingent recruiting processes, and other Talent Acquisition priorities as the business evolves. • Use recruiting and operational signals to surface bottlenecks, clarify tradeoffs, and recommend improvements to hiring velocity, quality, candidate experience, and team capacity. Partnership with People Programs, Systems & Analytics • Partner with the Director, People Programs, Systems & Analytics to maintain one integrated roadmap across People Operations, Talent Acquisition Operations, People programs, systems, analytics, and AI. • Translate operational pain points and stakeholder needs into clear requirements, process improvements, system enhancements, reporting needs, and measurable outcomes. • Jointly define operating metrics, service-level expectations, data requirements, and success measures for employee and candidate lifecycle processes. • Ensure new systems, workflows, programs, and automation are operationally sound, documented, adopted, and supported after launch. • Partner on data quality, process governance, access controls, reporting definitions, and responsible use of automation and AI involving employee or candidate information. • Create a disciplined operating rhythm for prioritization, dependency management, risk review, decision-making, and communication across the People portfolio. Cross-functional Partnership and Change • Partner closely with HRBPs, Recruiting, Finance, Legal, IT, AppEng, TechOps, Payroll, Workplace, Internal Communications, and external vendors to deliver reliable People and Talent processes. • Lead change adoption for operational changes, including stakeholder alignment, communications, training, readiness, issue management, and post-launch improvement. • Bring structure to ambiguous work, identify root causes, and make practical decisions that balance employee experience, candidate experience, compliance, speed, scalability, and cost. • Represent People Operations and Talent Acquisition Operations in cross-functional plannin