Director, People

Deepgram

Director of People managing HRBPs and People Ops at Deepgram, overseeing execution and quality of HR functions. Driving talent development and facilitating employee experiences in a remote environment.

Posted 7/16/2026full-timeRemote • 🇺🇸 United StatesLead💰 $180,000 - $250,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in People Operations, including managing HRBPs, executing performance management cycles, and ensuring compliance with employment laws. Proven ability to drive talent development initiatives and enhance employee experience through strategic planning and execution.

Highest-signal resume keywords

People Operations ManagementPerformance Management ExecutionTalent Development ProgramsCompliance and Policy OversightAI Tool Utilization

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Performance ManagementTalent DevelopmentCompliance ManagementEmployee Experience DesignHRIS Management

Soft Skills

Team LeadershipStrategic ThinkingDirect CommunicationGood JudgmentCross-Functional Collaboration

Tools & Technologies

AI ToolsHRIS

Industry Keywords

People OperationsHRBPEmployee LifecycleOnboardingOffboarding

About the role

Key responsibilities & impact

Team leadership — directly managing the People Ops Manager and HRBP team.
Execution of the people roadmap — You own the plan that gets it done: scoping the work, sequencing it, assigning it, and making sure it ships.
HRBP function quality — you're responsible for the caliber of partnership the HRBPs deliver to the business.
People Ops function oversight — partnering closely with the People Ops Manager to ensure the operational backbone (HRIS, lifecycle, compliance, benefits) is running cleanly and improving over time.
Performance management — owning the execution of performance cycles, calibration support, and the ongoing coaching infrastructure that helps managers have better conversations with their teams.
Employee experience — ensuring employees at every stage of the lifecycle, from onboarding through development to offboarding, have an experience that reflects who Deepgram is and what we expect of ourselves.
Talent development — driving the programs and infrastructure that help Deepgram employees grow: manager training, career frameworks, development programming, and the tools that make growth legible.
Compliance and policy — making sure the company stays ahead of employment law requirements, policy gaps, and risk exposure across all people practices.
Senior escalation point — complex employee relations situations, sensitive manager conversations, anything that needs more experience or authority than the HRBP level.
Cross-functional presence — representing the People function in operational and cross-functional threads that don't need the Head of People in the room.
AI-native execution — actively using AI tools in your own work and driving adoption across your team and the company.

Requirements

What you’ll need

8–12 years in People/HR, with direct experience managing HRBPs or People partners
Broad functional depth — you've touched performance, comp, compliance, employee experience, and talent development, not just one slice of the people function
A strong operator and team developer — you get energy from making a team perform, not just doing the work yourself
Proven ability to take strategic direction and drive execution through others without losing fidelity to the original intent
Strategic thinker who can operate in the details — you bring your own point of view to how the work gets done, not just the ability to follow a plan
Good judgment on escalation — you know what to handle, what to push back down, and what actually needs to go up
Active AI tool user. Not aspirational — tell us what you use and what you've built with it
Direct communicator who can represent the People function credibly with managers and ELT members

Benefits

Comp & perks

Offers Equity
Offers Bonus