Back to jobs
New

Director, People Ops

Remote, USA

Director, People Ops

Remote, US

About Life360

Life360’s mission is to keep people close to the ones they love. Our category-leading mobile app,Tile tracking devices, and Pet GPS tracker empower members to protect the people, pets, and things they care about most with a range of services, including location sharing, safe driver reports, and crash detection with emergency dispatch. Life360 serves approximately 97.8 million monthly active users (MAU), as of March 31, 2026, across more than 180 countries. 

Life360 delivers peace of mind and enhances everyday family life with seamless coordination for all the moments that matter, big and small. By continuing to innovate and deliver for our customers, we have become a household name and the must-have mobile-based membership for families (and those friends who are basically family).

Life360 has more than 500 (and growing!) remote-first employees. For more information, please visit life360.com.

Life360 is a Remote-First company, which means a remote work environment will be the primary experience for all employees. All positions, unless otherwise specified, can be performed remotely (within the US) regardless of any specified location above. 

We are AI Native

We are building an AI native company where AI is an integral part of how we build and operate. AI tool usage during interviews varies by role. You may be asked to demonstrate proficiency with AI tools, discuss how you leverage AI, or complete interview exercises without AI assistance. Your Recruiter will provide clear guidance as you move through the interview process.

Undisclosed use of AI not previously discussed with or approved by your Recruiter may impact your candidacy.

About The Team

Life360's People Operations team is the operational backbone of the employee experience, owning the systems, processes, and day-to-day execution that keep a scaling, remote-first, global workforce running smoothly. This is the team behind onboarding, offboarding, compliance, HR systems, global workforce operations, and the ticketing and service delivery that employees rely on for quick, accurate, and compassionate answers. Reporting to the Chief People Officer, People Ops works hand-in-hand with Talent Acquisition, HRBPs, Compensation, and L&D to make sure the mechanics of the employee lifecycle support the business rather than create friction for it. The team is in the middle of a deliberate shift, moving from checklist-based execution to automated, data-informed processes and embedding AI into core HR workflows as part of Life360's broader AI-native transformation. It's a small team of subject matter experts operating with a continuous-improvement mindset, direct communication, and a bias toward eliminating low-value work so the human parts of HR get the attention they deserve.

About the Job

We are seeking a Director of People Operations to scale our HR Operations function for the next phase of company growth. This is a high-impact, hands-on role focused on operational excellence, automation, and the change management required to evolve how an experienced team works. You will lead a group of subject matter experts who bring deep domain knowledge, helping them shift from adding steps to existing processes toward rethinking and automating those processes so People Ops scales ahead of the business.

In this position, you will provide direct leadership to a focused team of three to four professionals.

The US-based salary range for this position is $200,000 to $242,500 annually. We take into consideration an individual's background and experience in determining final salary — therefore, base pay offered may vary considerably depending on geographic location, job-related knowledge, skills, and experience. The compensation package includes a wide range of medical, dental, vision, financial, and other benefits, as well as equity.

What You'll Do

Scaling & Operational Transformation

  • Audit current People Ops workflows and systematically identify where automation, AI tooling, and process redesign can eliminate manual work, reduce cycle time, and improve accuracy.
  • Lead the team's adoption of AI-powered tools for core HR processes, including onboarding, offboarding, compliance, ticketing, and reporting. Set clear adoption milestones and measure impact.
  • Drive a shift in team operating model from checklist-based execution to automated, data-informed processes; this requires active change management, not just implementation.
  • Identify and implement scalable, cost-effective solutions to boost the efficiency of the People Team, focusing on building infrastructure, increasing automation, and responsible use of AI to streamline operations.

People Management & Team Development

  • Directly manage a team of experienced HR Operations professionals, with a focus on raising the team's capability around operational efficiency, automation, and scalable process design.
  • Set clear performance expectations, provide direct and timely feedback, and hold the team accountable to measurable outcomes.
  • Develop team members' skills in systems thinking and automation.

Program & Project Management

  • Develop and execute HR operational strategies to streamline and improve processes throughout the employee lifecycle.
  • Lead the design, implementation, and documentation of HR initiatives and projects, ensuring they align with organizational goals and deliver measurable efficiency gains.
  • Oversee HR projects from initiation to completion, ensuring they are delivered on time and with active stakeholder involvement.
  • Develop detailed project plans, document procedures, allocate resources, manage budgets, and provide regular updates to stakeholders.
  • Manage HR audits and compliance processes, ensuring adherence to SOX, local labor laws, and internal policies, while maintaining a strong control environment and promoting continuous process improvement.
  • Improve People Team service delivery by refining processes for quick, accurate, and compassionate responses to employee inquiries through the ticketing system. Use metrics and feedback to drive ongoing improvements in service effectiveness.

Global Workforce Planning & HR Systems

  • Oversee all global HR operations, ensuring compliance with local laws and regulations in various regions.
  • Partner with the systems and analytics function to ensure HR technology decisions support operational efficiency and are grounded in data.
  • In partnership with the Talent team, manage the Contractor Program including vendor agreements, contractor tracking, onboarding, and offboarding.

HR Program Alignment

  • Collaborate with cross-functional HR teams including Talent Acquisition, HRBPs, Compensation, and L&D to ensure People Ops processes are aligned with business needs and don't create friction for other functions.

What We're Looking For

  • 12+ years of experience in People Operations or HR Operations, with a proven track record of operationalizing and scaling HR processes in a high-growth environment
  • Demonstrated experience leading a team through operational transformation - specifically modernizing how a team works, not just what it works on; references should be able to speak to this directly.
  • Hands-on experience implementing AI tools, workflow automation, or process redesign within HR Operations.
  • Strong people management track record, including managing performance and coaching team members through significant changes in how they operate.
  • A practitioner's comfort with HR systems and technology, with the ability to evaluate tools on operational merit rather than brand recognition; familiarity with modern HR tech (HRIS, workflow automation, ticketing systems) required.
  • Strong understanding of HR compliance, SOX requirements, and global employment law fundamentals.
  • A data-driven approach: you use metrics to set baselines, track progress, and make the case for change.
  • Direct communication style and the confidence to have hard conversations - with your team, with peers, and upward.

Our Benefits

  • Competitive pay and benefits
  • Medical, dental, vision, life and disability insurance plans (100% paid for employees)
  • 401(k) plan with company matching program
  • Mental Wellness Program & Employee Assistance Program (EAP) for mental well-being
  • Flexible PTO, 13 company-wide days off throughout the year
  • Winter and Summer Weeklong Synchronized Company Shutdowns
  • Learning & Development programs
  • Equipment, tools, and reimbursement support for a productive remote environment
  • Free Life360 Platinum Membership for your preferred circle
  • Free Tile Products

Life360 Values

Our company’s mission-driven culture is guided by our shared values to create a trusted work environment where you can bring your authentic self to work and make a positive difference 

  • Be a Good Person - We have a team of high integrity people you can trust. 
  • Be Direct With Respect - We communicate directly, even when it’s hard.
  • Members Before Metrics - We focus on building an exceptional experience for families. 
  • High Intensity, High Impact - We do whatever it takes to get the job done. 

Our Commitment to Diversity

We believe that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. Together, we continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve. We strive to create a workplace that reflects the communities we serve and where everyone feels empowered to bring their authentic best selves to work.

We are an equal opportunity employer and value diversity at Life360. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status or any legally protected status.  

We encourage people of all backgrounds to apply. We believe that a diversity of perspectives and experiences create a foundation for the best ideas. Come join us in building something meaningful. Even if you don’t meet 100% of the below qualifications, you should still seriously consider applying!

 

#LI-Remote

____________________________________________________

Create a Job Alert

Interested in building your career at Life360? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Life360’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.