Director, People Business Partner

In this Senior People Operations Manager role, you build and scale the People function at Maven AGI during rapid growth. You will own end-to-end People operations across the employee lifecycle, shaping policies and playbooks while advising leaders on people matters. You'll implement practical processes, enhance compliance, and balance risk with employee experience. This is a hands-on builder role in a fast-moving startup, offering high impact as the company expands its People foundation.

• 100% medical, dental, vision premiums for self, 80% for family
• HSA and FSA plans available
• Unlimited vacation and 100% paid parental leave
• Free lunches, onsite gym, commuter benefits
• Home office stipend and continuing education stipend
• Equity and competitive salary

• Own and improve core People Operations across onboarding, changes, promotions, performance management, leaves, and offboarding
• Design, document, and scale policies, processes, and playbooks to support growth
• Maintain and evolve the employee handbook for practicality and compliance
• Advise employees and managers on HR policies, relations, and day-to-day People matters
• Partner with managers on performance, promotions, organizational changes, and terminations
• Design and run company-wide performance review and promotion cycles with scalable processes
• Ensure employment law compliance and anticipate areas for policy evolution
• Develop consistent processes for sensitive employee matters while balancing experience and risk
• Collaborate with leadership and cross-functional teams to translate People needs into programs
• Support the People & Talent Operations Associate in creating efficient processes
• Identify opportunities to automate, simplify, and improve People workflows and documentation
• Tackle strategic initiatives and operational details to ensure successful outcomes

• 5+ years in HR or People Operations, preferably in a high-growth startup
• Generalist experience across multiple lifecycle areas (onboarding, relations, performance, etc.)
• Experience in employee relations, performance management, promotions, terminations, policy and compliance
• Strong knowledge of HR best practices and employment law; knows when to seek external expertise
• Proven track record of building or improving People programs and processes
• Ability to switch between strategic and tactical work, with clear communications
• Comfort in evolving environments with changing priorities
• Highly organized and detail-oriented with sensitivity for confidential matters
• Strong communication skills and empathetic, trust-building leadership

• effective communicator
• empathy
• adaptability
• HR policy development
• employee relations
• performance management