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Organizational Development & People Operations Director

SF Bay Area

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.

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