Senior Director of People

About Dispel

At Dispel, we simplify secure remote access, micro-segmentation, and ongoing threat detection for operational technology environments. We protect critical infrastructure and manufacturing operations worldwide, delivering security that’s easy to use and audit. As the recognized leader in Zero Trust Remote Access for OT, Dispel is trusted by Fortune 500 companies, utilities, and the U.S. Department of Defense. We're growing fast and we’re looking for a Senior Director of People to help us build and support the team that drives our success.

About the Role

Dispel is hiring a Senior Director of People to lead and scale our People function. Reporting to one of our Co-CEOs, you’ll be the heart of our employee experience, building a close-knit, high-performing, and motivated team around Dispel’s mission—even in a fully remote environment.

You’ll be responsible for maintaining a high standard of Employee Relations, building programs that motivate, develop, and retain employees, and coaching our managers on how to get the best from their teams while helping their people be happy and successful. You will help shape Dispel’s Ways of Working—the habits, rituals, and processes that define how we operate day-to-day—and ensure our culture of opportunity and merit continues to thrive as we grow.

While this role is especially focused on Talent Management and Employee Relations, it will touch the range of people operations here at Dispel including Compliance & Policy, Employee Relations, Talent Management, Organization Design, Leadership Development, Compensation & Benefits, Talent Acquisition & Recruitment, PEO, and Performance Indicators. We don’t expect you to be an expert in all these areas, but you should be confident managing outcomes through internal execution and external partners, consultants, or legal counsel.

You’ll inherit and manage a strong People infrastructure, including our PEO partner TriNet and HRIS Workable, and build on the policies and frameworks already in place. From there, you’ll lead the development of new programs that strengthen how we work, grow, and collaborate as a remote-first company.

More than a People leader, you’ll be Dispel’s champion and cheerleader, bringing energy and intentionality to creating a culture where our people feel connected, empowered, and proud to be part of the team. You’ll help managers lead with empathy and clarity, provide frameworks for defining success criteria for their teams, and equip them with the tools and frameworks to lead effectively and transparently.

This role will require a leader who is comfortable managing the legal nuances of People operations, protecting both the company and employees in mediation and resolving complex situations with fairness and discretion. You’ll manage employee handbooks, commission letters, resignations, performance improvement plans (PIPs), and documentation—working closely with our PEO and outside legal counsel specializing in HR matters when needed.

What You’re Here to Accomplish

• Be the central People function at Dispel, responsible for maintaining and elevating the employee experience from onboarding to exit.
• Develop and implement Talent Management programs that enable employees to grow, perform, and succeed in alignment with Dispel’s mission and values.
• Maintain a high standard of Employee Relations. Be the trusted advisor employees and managers turn to. Handle issues with empathy, fairness, and discretion, reinforcing a culture of trust and integrity.
• Coach and develop our managers into exceptional leaders. Provide them with the tools, frameworks, and guidance to inspire their teams, manage performance effectively, and create opportunities for growth and development.
• Be Dispel’s cultural cheerleader. Cultivate a culture where employees are energized by our mission and connected to one another, even in a fully remote setting. Lead initiatives that foster belonging, purpose, and pride in the work we do.
• Define and champion Dispel’s Ways of Working. Ensure our communication rhythms, collaboration norms, and decision-making processes scale effectively while remaining aligned with our culture of opportunity and merit.
• Build and monitor Performance Indicators to track engagement, growth, and the effectiveness of People programs.
• Oversee Compensation & Benefits to ensure we remain competitive and equitable as we scale.
• Manage and optimize our existing People systems, including TriNet and Workable, ensuring they support a seamless and scalable employee experience.

What Success Looks Like in This Role

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