Deputy People Operations Director
About Scale to Win
Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Spoke, a P2P texting application; the Scale to Win Dialer, a predictive calling tool; and our new “all-in-one” shortcode and longcode textin tool, Scale to Win Text. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients.
We work with more than 3,000 Democratic and progressive campaigns and organizations driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future.
About the Role
The Deputy People Operations Director will play a critical role in overseeing and implementing people operations strategy at Scale to Win, managing internal systems, policies, and practices in the day-to-day while ensuring alignment with our organizational goals and values as we scale and evolve.
The Deputy People Operations Director will work together with the Head of People to oversee the administration of people operations, lead talent management, and foster employee engagement throughout the employee lifecycle, from recruiting outstanding talent to co-creating a best-in-class culture that reflects core values around racial equity, diversity, and belonging. Through implementing processes, tools, training, and policies, this position will support the passionate, creative team at Scale to Win to grow and thrive as individuals and together as an organization.
The ideal candidate for this position is a seasoned people operations professional with experience building and scaling progressive organizations and companies. You have a deep understanding and dedication to building values-aligned systems and structures that center the employee experience while building a thriving and successful organization. As the first Deputy People Operations Director at Scale to Win, you will have the latitude to implement innovative solutions and build on foundational systems, and we hope you will bring the skills, expertise, and passion to do so.
Required Skills for this Role
- 5+ years experience in Human Resources or related fields, including prior experience as a senior People Operations leader
- Demonstrated experience creating and implementing people operations strategies, processes, tools, and trainings
- Knowledge of relevant laws and regulations and ability to ensure compliance and secure documentation of personnel data
- Demonstrated ability to scale an organization quickly, while centering a positive employee experience and building a strong culture
- Ability to train managers and guide employees through the entire employee lifecycle from recruitment to offboarding, including onboarding and performance improvement
- Commitment to learning and implementing current best practices in the people operations field
- Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications
- Commitment to Scale to Win’s goals and theory of change, and passion for grassroots organizing and commitment to progressive policy change as well as deep dedication to the mission
- Must be creative, strategic, collaborative, and organized, with keen attention to detail
- Ability to work independently and to exercise sound judgment and discretion
- Comfort working in fast-paced environments and ability to navigate complex and nuanced situations
We Hope You Bring One or More of These Bonus Skills
- Experience at start-ups, tech or SaaS companies, and/or Democratic politics
- Experience building a People Operations strategy from the ground up
- Experience in building staff training, leadership development, and/or mentorship programs
- Experience with recruiting, managing recruiters, and/or creating recruitment processes with a focus on diversity, equity, and inclusion
Core Responsibilities
People Operations Management
- Build people operations infrastructure and manage day-to-day people operations administration, including total rewards/compensation and benefits, performance management, team engagement, recruitment and onboarding, and learning and development initiatives
- Serve as a point of contact for employee complaints, managing the intake, documentation, and resolution process with discretion and professionalism, ensuring compliance with company policies and legal requirements
- Manage people operations platforms and HR systems (Gusto and PurelyHR), streamlining wherever possible
- Keep Scale to Win’s handbook, policies, leveling guide, and other internal documentation up-to-date, making changes as needed and with the approval of the Head of People
- Manage process and logistics for any disciplinary actions that arise, including compiling documentation, ensuring compliance, leading investigations, and coordinating with outside consultants and lawyers
- Ensure compliance with all state and federal regulations and develop and implement policies, processes, training, and initiatives to support human resource compliance
- Maintain people systems and ensure data integrity in all processes and applications
- Develop, audit, and enhance our HR practices, keeping up to date on norms and best practices in people operations and human resources
Organizational Culture Building
- Foster positive employee experience and support retention through opportunities to connect, learn, and act, resulting in increased trust and organizational impact.
- Support the development of Scale to Win’s DEIJ skills and practices. Build upon existing initiatives, develop and implement racial justice, equity, diversity and inclusion efforts, integrating practices into recruitment, hiring, team building, culture setting, and professional development/advancement, while centering equity in all programs and operations.
- Provide guidance around best practice and current trends in supporting productivity, recognition, engagement, and team-building initiatives and practices.
Employee Lifecycle & Performance Management
- Manage recruitment and hiring processes, including position definition, market research, outreach and posting, interviewing, and reference checking of qualified job applicants, collaborating with departmental managers to understand the skills and capacities required for hiring needs
- Conduct orientation and onboarding for all new hires, including drafting offer letters, collecting new employee documentation (e.g., I-9s), conducting onboarding to Gusto and PurelyHR systems, administrating confidentiality agreements, and leading onboarding calls
- Manage logistics and process to offboard staff leaving Scale to Win
- Drive and support the evolution of Scale to Win’s performance management and two-way feedback processes
- Support people managers to conduct performance reviews and implement Scale to Win’s leveling guide, keeping the guide up-to-date and proposing revisions as needed
- Prioritize occupational health and safety and accessibility for team members, providing training and regular support for employees
- Develop policies and tools to support performance improvement processes
A typical day
A typical day for the Deputy People Operations Director will involve a variety of projects and tasks, from managing the strategic implementation of systems to completing administrative tasks. You might spend your day overseeing training and development initiatives, meeting with people managers to support the implementation of performance reviews, or updating policies for compliance.
The Offer
- $110,000 yearly salary. As part of our commitment to equity, salaries are non-negotiable: everyone at the same level receives the same salary.
- Discretionary bonuses during major election years.
- Ten paid company holidays, two floating holidays, and a weeklong holiday break at the end of the year.
- Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave.
- 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents.
- Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents.
- Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer.
- Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year.
Timeline and Process
The position will be open until filled and applications will be reviewed on a rolling basis. There will be 4 interviews and 1 hiring exercise and projected to start in December or January 2025.
In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.
