Director of People

Join us to help make people management at TB excellent—so that everyone has clarity, growth, support, and systems that enable them to do great work with each other. You'd be a key part to letting TB eventually thrive without Peter's direct involvement. You'd report to Peter and iteratively take over many aspects of people-management from him.What's in it for me, the candidate?A chance to do people-management extremely well. We have the need, desire, time and resourcesA chance to innovate, both in terms of frameworks and approaches, as well as in tech and tools to make the many aspects of people-management easierExposure to a very broad range of business challenges and topics in investingAccountabilitiesThe following concepts will help us structure conversations about your performance:NPS and employee satisfaction survey scoresHiring success rates and cycle-timesCandidate satisfaction scoresFeedback quality and cadenceROI from people and facilities budgetsIncident rate of unaddressed people-related issuesNew-hire onboarding satisfaction scoresCore Responsibilities HiringSometimes act as hiring-manager directly, other times collaborate with others acting as hiring-managers: design and implement clear scorecards, sourcing plans, interview loops, and assessment strategiesCoordinate or directly manage sourcing and candidate pipeline processes, including offers and reference checks Feedback & Delegation OversightEnsure each team is regularly practicing high-quality delegation and feedback loopsProvide systems, check-ins, or nudges to help managers and peers run these cycles effectivelyRaise concerns when feedback systems aren't functioning Individual Skill DevelopmentFacilitate skill-development conversations. Sometimes individually, sometimes in groupsSupport documentation and tracking of growth plansDirectly help with general skills training where applicable Coaching & SupportAct as a coach or sounding board for any TB team memberHelp navigate interpersonal, communication, or performance challenges Escalation & Support InfrastructureServe as a trusted escalation point for sensitive or complex people issuesTriage and route issues to appropriate internal/external resources when necessary Compensation Program StewardshipLead iterative improvements to our frameworks for performance and compensation managementManage annual comp reviews, data collection, and fairness audits People Systems & Platform BuildingOwn the infrastructure that supports people management: tooling, documentation, process templates, and ritualsDesign scalable systems for onboarding, performance feedback, HR admin, learning, recognition, and institutional knowledge Anything else!We work very collaboratively. You'll be encouraged to participate in any ways you see fit. Critique investment proposals, join teams analysing industries or specific companies, create content for our employer brand, help refine user stories for investment tooling, build internal workflow automations, etc.RequirementsWhen it comes to skills and knowledge, you'll have a lot of time and support to learn on the job. That said, we'll expect candidates to already have each of the following:5+ years experience as decision-maker for hiring and compensation for several peopleStrong coaching and conflict resolution skillsReasonable abilities in distinguishing between activities and results and guiding teams to set results-based goalsBenefitsRefer to our employee handbook for details about how we approach performance and compensation management, learning and development, and benefits.Privacy expectationsWe won't contact references without your consentWant your data deleted? Email privacy@titaniumbirch.com