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Director of People (Remote)

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WHO WE ARE

GridUnity is the industry leader in interconnection life cycle management, delivering cutting-edge software solutions that eliminate bottlenecks in the interconnection process and accelerate the transition to a more affordable, sustainable, and resilient energy future.

Our Mission

We unite all grid interconnection stakeholders on a single platform that converts centralized data into actionable intelligence and accelerates the transition to a reliable, sustainable, and cost-efficient electric grid.

GridUnity is a trusted partner to leading utilities, grid operators, and policymakers. Our technology solutions tackle the interconnection queue backlog by significantly reducing processing times. Whether cutting transmission interconnection timelines from years to months or enabling distribution applications to be processed within a day, we help accelerate energy projects at every scale.

Our Vision
Energizing the planet with a faster, smarter, and more sustainable grid.

The Opportunity

We’re seeking a Director of People who thrives in the dynamic realities of a scaling SaaS company. You will partner closely with the CFO and the Operations Team, comprising five additional people, to strengthen, standardize, and scale our people systems.

This role requires a true player coach mentality, blending strategy with hands-on execution. It’s ideal for someone who enjoys building, improving, and operationalizing HR processes.

As GridUnity scales, this role can evolve to include greater ownership and leadership responsibilities within People Operations.

Team Dynamics

Today this is a 1 person People team, but there is 1 additional budgeted People headcount who this person will manage. This role is responsible for strengthening the function’s structure, accountability, and scalability. As we grow, you will assess team design and resource needs to ensure the People & Talent department is built for long-term success.

Why This Role Matters

Our business is scaling. Now we need our people systems to scale with the same clarity and discipline.

We’re looking for someone who will:

  • Bring cohesion and consistency across the full employee lifecycle

  • Design scalable systems that support growth without adding unnecessary complexity

  • Elevate manager capability through thoughtful performance and development frameworks

  • Reinforce and evolve our culture as the organization grows

  • Create clarity, accountability, and fairness in how people decisions are made

Above all, the successful candidate brings grit, resilience, and a curious, solutions-oriented mindset — someone who sees ambiguity as an opportunity to build, not a signal that something is broken.

Key Responsibilities

People Operations

  • Partner with the CFO and the Operations Team to set HR priorities, translate strategy into action, and measure progress

  • Audit and refine HR processes, documentation, and workflows to create a cohesive operating model

  • Provide guidance, structure, and support to the HR Manager while strengthening team capacity

  • Champion our values throughout all people programs and communication

  • Support assessment and selection of future HRIS or relevant HR software

Talent Acquisition

  • Lead full-cycle recruiting alongside the HR Manager in the US (intake, sourcing, assessments, scheduling, offers, close). Ashby ATS experience is a plus

  • Improve and edit our recruiting playbook for scalability and determine long-term resourcing once it’s established

  • Partner with our department heads to define role requirements, competencies, and success profiles, and lead active recruiting

  • Ensure hiring is aligned with GridUnity’s values and stage and can support SaaS scaling needs

Performance Management & Compensation Leveling

  • Refine or redesign the performance management cycle

  • Evaluate the effectiveness of our current compensation leveling system and propose improvements

  • Leverage Pave and similar tools to benchmark data to inform compensation bands

Learning & Development

  • Lay the foundation for our 2026 Manager Training Program

  • Audit currently fragmented L&D practices

  • Build a cohesive L&D framework centered on employee enablement, skill development, and leadership readiness

Employee Experience & Lifecycle

  • Strengthen and standardize the entire employee lifecycle starting with onboarding to ongoing engagement and development pathways through offboarding

  • Refine the currently specialized and siloed onboarding program and build a unified quality onboarding program that is aligned with GridUnity values

  • Ensure People processes remain human-centered, consistent, and scalable across a remote workforce

Benefits & Compliance (Light Oversight)

  • Liaise with our PEO (Sequoia One) on benefits, payroll, and compliance

  • Maintain alignment with compliance needs while avoiding unnecessary complexity

What Great Looks Like

You will thrive in this role if you:

  • Have hands-on HR leadership experience in a scaling SaaS or tech environment (50–250 employees)

  • Bring grit, resilience, and a curious problem-solver mindset — seeing ambiguity as a puzzle, not a problem

  • Balance strategic thinking with hands-on execution

  • Lead with humility, sound judgment, and a bias toward action

  • Enjoy building order from emerging systems

  • Are energized by partnering closely with leaders and helping people grow

  • Understand remote culture and how to unify distributed teams

This Role Is Not for You If…

  • You require a large HR team from day one

  • You do not thrive in ambiguity that accompanies a quickly growing/scaling SaaS organization

  • You get frustrated by evolving priorities or resource constraints

  • You want exclusively strategic work without operational ownership

OUR CULTURE

We are a lean, fast-moving team that values bold thinking, reliability, and continuous learning. We operate with radical transparency, embrace scrappiness, and build solutions that anticipate customer needs. We also believe work should be fun and fulfilling — what we call “funfillment.”

The right candidate is energized by working in a scaling, mission-driven company where they can shape processes, wear multiple hats, and grow alongside the business.

BENEFITS/PERKS

  • Competitive compensation packages that recognize your expertise and contributions

  • Remote-first culture that provides flexibility and balance

  • Professional development opportunities, including training, mentorship, and career pathing

  • Comprehensive health, dental, and vision insurance starting day one

  • Short- and long-term disability and basic life insurance at no cost to you

  • 401(k) plan with a 4% match to help secure your future

  • Flexible PTO and a supportive work culture that values balance

  • Mission-driven work with the opportunity to make a significant impact in the energy sector

ELIGIBILITY REQUIREMENT

This position may involve access to data and systems subject to U.S. critical infrastructure protection regulations. Accordingly, this role is restricted to individuals who qualify as “U.S. persons,” defined by federal law as U.S. citizens, lawful permanent residents (green card holders), asylees, or refugees.

OUR COMMITMENT TO APPLICANTS

GridUnity is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, arrest and conviction record, or any other characteristic protected under applicable law.

We are committed to creating an inclusive workplace where every team member feels valued, supported, and able to bring their authentic self to work.

If you need a reasonable accommodation during the application or interview process, please email careers@gridunity.com.

For your security, all official communication from GridUnity will only come from email addresses ending in @.

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What this application asks

ashby

Name, Email, Location, Resume

  • Linkedin Profile
  • Are you legally authorized to work in the United States? yes / no
  • At which company did you personally do the most significant People-function scaling work of your career? (name and url) written answer
  • How recently did this scaling work take place? choose one
  • What was the company's primary business model? choose one
  • What was the headcount range you scaled through, and over what time period? (Be specific — e.g., "from 90 to 340 employees over 22 months.") written answer
  • What was your title and reporting line during this period? written answer
  • What was the composition of hires made during this scaling period. (Approximate percentages or headcounts by function — e.g., engineering, sales, customer success, G&A.) written answer
  • What was the single hardest organizational design problem this scaling created, and how did you personally resolve it? (We are far more interested in a specific, real problem than a polished generic answer.) written answer
  • Name one system or process in People/HR that you personally designed or implemented — not one that existed under your organization during your tenure, but one you built. (Examples: performance management system, compensation banding/leveling framework, HRIS migration, promotion process, onboarding system.) written answer
  • How recently was this built? choose one
  • What was your specific role in building it? choose one
  • What existed before this system or process — and what specifically was broken or missing that made you build it? written answer
  • What tool, platform, or vendor (if any) did you use, and who else — internal team members, external consultants, or vendors — was involved in the build? written answer
  • What was your day-to-day, hands-on involvement during the build — be specific about what you personally did versus what others did. written answer
  • Describe a People/HR process you personally questioned, simplified, or eliminated outright — not automated, but removed or radically cut down — because it no longer needed to exist in its current form. written answer
  • Separately, describe an AI agent, workflow, or automation you personally built or configured that now performs a human function in HR or People operations (not just a chatbot you query for advice). written answer
  • What tool or method did you use to build it? choose any
  • Which best describes how you actually use AI tools in your work today? choose one
  • If you selected the option above, or if your usage doesn't fit neatly into any of these tiers, describe it specifically. written answer · optional
  • At GridUnity's current stage (~100 employees), this role is expected to personally execute the full range of responsibilities in the job description — including hands-on, individual-contributor-level work — not solely direct or oversee a team that does it. Are you comfortable with this? choose one
  • What percentage of your time in your most recent role was spent on hands-on, individual execution versus directing or managing others who executed the work? written answer
  • This role requires comfort with outbound, proactive recruiting — personally identifying and reaching out to passive candidates — not solely writing a job description, posting it, and waiting for inbound applicants. Are you comfortable with this? choose one
  • Describe a specific, recent example of a role you personally sourced through outbound effort — not a role filled primarily from inbound applicants or a pipeline another recruiter built for you. written answer
  • Please review the posted compensation range for this role. Are you comfortable moving forward in the process within that range? choose one
  • If no, what range would need to be true for you to move forward? optional

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