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Role Description

The Director of People is a core leadership role at Orchestry, reporting to the COO and Co-Founder. This role partners closely with leadership to translate the company’s vision into a people and talent strategy that enables long term growth, adaptability, and performance.

• Partner with leadership on the long-term vision for the company and develop a people strategy that supports where Orchestry is going, not just where it is today.
• Define and evolve a clear strategy for talent, leadership development, and culture as the company grows and changes.
• Stay current on industry and talent trends, particularly in SaaS and remote work, and proactively bring insights, recommendations, and ideas to leadership.
• Balance long term strategy with near term execution in a fast paced, high growth environment.
• Design and own a talent acquisition strategy, including where and how Orchestry sources talent in a competitive market.
• Partner with hiring managers to define role clarity, success criteria, and capability needs.
• Actively participate in hiring, including conducting interviews.
• Design and advise on compensation structures aligned with company stage, market realities, and retention goals.
• Develop strategies to retain and engage talent in a remote environment, driving productivity and long-term commitment.
• Provide leadership and advisory on building and evolving a culture that fosters innovation, pace, productivity, and agility.
• Ensure culture scales intentionally in a fully remote organization.
• Design and evolve performance and feedback frameworks that emphasize accountability, collaboration, and outcomes.
• Coach and support leaders on people leadership, decision making, and managing through ambiguity.
• Help develop leadership capability across the organization as teams grow.
• Execute people initiatives personally in a lean, builder stage environment, wearing multiple hats as needed.
• Oversee core HR operations including policies, compensation programs, benefits, payroll coordination, and compliance.
• Research, interpret, and execute against employment standards across multiple jurisdictions as the company grows.
• Continuously assess where effort will have the highest impact and adjust priorities as the business evolves.

Qualifications

• Eight or more years of progressive People or HR leadership experience, including senior level ownership.
• Proven experience in high growth SaaS or technology environments.
• Demonstrated ability to set strategy and execute, often at the same time.
• A strong builder mindset with comfort operating lean, wearing multiple hats, and working through ambiguity.
• Experience creating talent acquisition and retention strategies in competitive markets.
• Proven success building culture, engagement, and productivity in fully remote teams.
• Curiosity and discipline to stay current on talent, workforce, and industry trends.
• Strong judgment, adaptability, and ability to think on your feet.
• A low ego, highly collaborative leadership style focused on impact and contribution.
• Deep understanding of North American employment practices, with multi jurisdiction experience preferred.

Requirements

• A clear people and talent strategy that supports Orchestry’s long term vision.
• Demonstrated ability to both define strategy and execute it effectively in a fast moving and ambiguous environment.
• Strong hiring outcomes with faster ramp up and better role fit.
• Leaders who are confident and capable people managers in a remote and fast moving organization.
• A culture that fosters innovation, pace, productivity, and agility as the company scales.
• The People function is viewed across the organization as a trusted partner and a practical tool that helps teams achieve great things and enables Orchestry to grow and adapt.
• Highly efficient teams that collaborate well and deliver consistently.

Benefits

• A chance to build and shape the people function at a pivotal growth stage.
• Direct partnership with the COO and leadership team.
• Fully remote environment built intentionally for trust and outcomes.
• Competitive salary and stock options.
• Extended health benefits package.
• Real ownership, real impact, and an opportunity to help define the future of the company.
• 130,000 - 150,000 annual salary.
• 100% remote work setup with schedule flexibility.
• Comprehensive Benefits package including additional mental health, HSA and more.
• Professional development programs and home office allowance.
• Regular team retreats and swag, opportunities to connect both in person and via remote events.