Director of People Operations

About the role

Talent & Hiring

• Own the talent bar: the organization gets consistently better people over time - attract, hire, onboard, and retain the right ones, and exit the wrong ones cleanly

• Own the FY26+ hiring plan end to end, including sourcing strategy for technical and cleared talent, offer strategy, and the candidate experience

• Run structured hiring across the company: written scorecards, consistent interview loops, and work-sample components for every role

• Partner with hiring managers and leadership to define what great looks like for each seat, and raise that bar over time

Manager Development

• Ensure every people-manager at Integer becomes a better manager because this role exists

• Build Integer's first manager framework as we scale toward 100+ - clear expectations, feedback loops, and coaching

• Coach managers through their own hard conversations rather than doing them all for them

Performance & Development

• Build a real, scalable system for reviews, feedback, growth, and accountability - ladders, calibration, and manager enablement, not annual paperwork

• Make accountability a normal part of how we operate, not a dreaded annual event

Employee Relations & the Hard Calls

• Own PIPs, terminations, employee-relations investigations, and comp conflict with judgment, spine, and appropriate escalation

• Know instinctively what is routine versus what carries real exposure; bring in outside counsel early on high-risk matters and never freelance them

Culture & Retention

• Keep regrettable attrition low, watch it as a core metric, and act on the why behind it

• Build culture deliberately as headcount grows from ~75 toward 100+ - you own the direction, with Site Hosts executing site-level programs

• Serve as the single People interface for employees, with clear and trusted escalation paths

People Operations & Systems

• Own the outcomes - not the keystrokes - for transactional People work: payroll, benefits, compliance filings, and onboarding are delivered through Rippling and outside HR and legal experts, and you manage those relationships

• Drive the Rippling automation buildout and reporting infrastructure; deliver a monthly People dashboard to leadership covering headcount vs. plan, time-to-fill, and attrition

• Lead a deliberately lean People team: a People Ops Generalist and part-time Site Hosts

Required Qualifications

• 7+ years of progressive People/HR/talent experience

• Direct personal experience running terminations, PIPs, and employee-relations investigations - with the calm, judgment, and self-awareness to match

• Experience building (not just operating inside) a performance and development system that scaled with headcount

• A systems-first operating style: you automate and delegate the routine on purpose so your time goes to judgment work, and problems get smaller over time on your watch

• Fluency on a modern HRIS (Rippling strongly preferred)

• Strong communicator - credible in the room with senior leaders and founders, able to challenge without being a pushover or a blocker, and reliable at closing loops without being chased

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience

Preferred Qualifications

• Experience in defense, aerospace, or government contracting, including cleared-workforce hiring and the compliance landscape that comes with it

• Multi-state and multi-site experience

• Experience in PE-backed or high-growth environments where the People function is measured like any other operating function

• Familiarity with EOS or a similar operating system - scorecards, rocks, and closed loops