Organizational Development & People Operations Director

About Us

We’re hiring an Organizational Development & People Operations Director to strengthen how our company operates—through better leadership, clearer performance expectations, and more reliable People systems.

This role sits at the intersection of:

• Leadership development and coaching
• Performance and talent management
• People operations and systems

At our stage (~70 employees), success comes from getting the basics right—and making them consistent. You’ll be responsible for both:

• improving how leaders and teams perform
• and ensuring the underlying People processes are clear, reliable, and scalable

This is a hands-on role. You’ll coach leaders, run key processes, and build just enough structure to help the company operate more effectively.

What You’ll Own

People Operations (Reliability + Scale)

• Own the reliability and scalability of People Operations
• Manage the employee lifecycle: onboarding, job changes, and offboarding
• Own HR systems (TriNet), data accuracy, and workflows
• Oversee benefits, payroll coordination, and compliance processes
• Build simple, durable processes and documentation that reduce confusion
• Identify operational gaps and fix them proactively

Leadership Development & Organizational Effectiveness

• Work directly with managers and leaders to improve how they lead, communicate, and operate
• Design and facilitate targeted sessions (workshops, offsites, team interventions) that address real team challenges
• Help leadership teams improve alignment, decision-making, and accountability
• Translate business challenges into practical organizational solutions—not theoretical frameworks

Performance Management (Clarity + Follow-Through)

• Own and run a simple, high-quality performance process
• Ensure expectations are clear and consistently applied across teams
• Support managers in delivering direct, useful performance feedback
• Track performance signals and surface areas of risk
• Ensure performance conversations lead to real outcomes (growth, compensation, or change)

Compensation & Rewards (Consistency + Judgment)

• Run compensation cycles (merit, promotions, adjustments)
• Partner with leadership and Finance on decisions and tradeoffs
• Ensure consistency and fairness across teams
• Maintain simple compensation structures that scale with the company
• Align compensation with performance and impact

Manager Operating System (Consistency Across Teams)

• Create consistency in how managers run core People processes
• Build practical tools for:
• 1:1s
• performance conversations
• team planning and feedback
• Provide guidance managers can actually use day-to-day
• Step into real situations when needed to ensure follow-through

Engagement, Development & Learning

• Own engagement survey process and ensure follow-through
• Translate insights into clear, visible actions
• Build and run targeted development efforts:
• manager onboarding
• leadership development
• communication and collaboration sessions
• Focus on practical development that improves real performance

People Data & Insights

• Maintain visibility into performance, engagement, and retention trends
• Use data to identify risks and inform decisions
• Continuously improve processes and programs based on outcomes

What Success Looks Like

Within 6–9 months:

• Managers are more consistent and effective in how they lead
• Performance conversations are happening regularly and with more clarity
• Compensation decisions are consistent and aligned across teams
• People operations run predictably with minimal issues
• Employees have clearer expectations and growth paths
• Teams operate with less ambiguity and less reactive work

What We’re Looking For

• 10–15+ years across HR Business Partnering, Organizational Development, or People roles
• Strong experience coaching managers and senior leaders
• Experience running performance management and compensation processes
• Comfort owning or working closely with People Operations
• Strong facilitation and workshop design skills
• Ability to operate both strategically and in the details
• Strong judgment in complex, real-world situations
• Experience in high-growth or scaling environments

Level & Scope

• IC5 (Director-level individual contributor)
• Broad ownership across Organizational Development, Performance, and People Operations
• High influence across leadership and teams

Why This Role Matters

As we grow, we need to move from reactive and inconsistent to clear, structured, and high-performing.

This role ensures we:

• develop strong leaders
• maintain clear performance standards
• and build People systems that actually work at scale

The base salary range for this position is $150,000 - $170,000 per year, depending on experience and qualifications. Canopy is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.