Director of People

Tulip, the leader in frontline operations, is helping companies around the world equip their workforce with connected apps, leading to higher quality work, improved efficiency, and end-to-end traceability across operations. Companies of all sizes and across industries have implemented composable solutions with Tulip’s cloud-native, no-code platform to solve some of the most pressing challenges in operations: error-proofing processes and boosting productivity, capturing and analyzing real-time data, and continuous improvement.

A spinoff out of MIT, Tulip is headquartered in Somerville, MA, with offices in Germany and Hungary. Focused on composable, human-centric solutions for industrial environments, Tulip is disrupting the MES category and has been recognized as a World Economic Forum Global Innovator. Tulip has also been named one of Energage’s Top Workplaces USA and one of Built In Boston’s “Best Places to Work” and “Best Midsize Places to Work” for 2023.

 

Job Description:

The Director of People will be ultimately accountable for all activities related to People (Organizational Design, Talent Acquisition, Employee Engagement/Retention, Employee Relations, Development, Compensation, Benefits, and more). This role will be a primary advisor and partner to the executive team and senior leadership team on people related strategy and issues, establishing and building People Operations and Talent Acquisition teams to scale with the needs of the business.  A core responsibility of this role will be the strategy around team design and scaling out the full People Operations org and functions. 

This role is a flexible hybrid role based out of our Somerville, MA HQ. 

About You:

• You have an entrepreneurial spirit (you're self-driven and you don’t need direction), an affinity for the fast-paced environment of a start-up, a sense of humor, and get-it-done personality
• You can easily switch between thinking creatively and analytically across multiple projects
• You have deep empathy, low ego, high self awareness, and the ability to build strong and productive relationships with people of all backgrounds 
• You are mission-first and understand that your success is measured by Tulip and your team’s success
• You are an experienced people leader, and can grow and manage a high performing team

What skills do I need?

• 4+ years of experience working as a People Leader, with 8+ years of experience across varying roles in People Operations. Talent Strategy or HRBP experience is a plus.
• Can hire, coach, motivate, and develop team members in people operations and recruiting 
• Excellent written and verbal communicator and collaborator 
• Strong technical background and excel at analytical thinking
• Ability to set and drive people vision, execute people strategies, and guide best practices

Specific Responsibilities:

• Excellent coach and people leader
  • Direct leadership of two functions (People and Recruiting) of ~8-10 Tulipians globally and growing. 
  • Effectively mentor and grow team members of varying levels, from senior ICs to other people leads to mid career
  • Scale the organizational design of the people organization to meet the needs of the business 
• Organizational Design and Development: 
  • Develop talent strategies to support business deliverables and objectives. 
    • Forecast and outline future hiring needs by identifying critical gaps 
    • Support and develop medium to long term organizational strategy
  • Maintain, improve, and drive adoption for job frameworks/architectural structure 
    • Drive clarity into nuanced performance expectations, career pathways, etc.
• Talent Acquisition (Recruiting):
  • Drive recruiting activities
  • Build strong Talent Acquisition capabilities (attraction, interviewing, positive candidate experience, decision-making influence, etc.) 
  • Own critical recruiting metrics and develop strategies to make progress.
  • Evolve and mature the recruiting process to handle high volume, high quality recruiting.
  • Collaborate with the People team on the feedback loop of people metrics (attrition, performance) into recruiting strategy. 
• Talent/Performance Management:
  • Establish long term performance and engagement strategy, including performance culture, process, systems, training and infrastructure, with a focus on the intersection of merit/compensation adjustment cycles.
  • Work in close partnership with leadership and finance to ensure cost-viability and timelines.