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Salary: USD 180,000 - 215,000 / annual
Method Financial is hiring its first Director of People to build and scale the HR function as the company grows from ~65 to the next stage. Method has built a modern API platform connecting consumer financial accounts to apps and services, processing over $2.5B in payments and serving 45+ million users. The company is backed by Andreessen Horowitz, Emergence Capital, Y Combinator, and others, with offices in Austin, SF, NYC, and DC.
In this hands-on role, you will design and lead all aspects of the People function, including performance management, compensation and benefits, employee development, compliance, and culture. You will partner with leadership on organizational design and role clarity as teams grow, coach managers on leadership development grounded in Method's values, and serve as a trusted advisor to founders and managers on employee relations and sensitive matters.
Key responsibilities include refining and running Method's performance management cycle; building leveling frameworks and career ladders that reflect a lean, AI-native operating model; designing total rewards strategy including compensation philosophy, benchmarking, and merit review cycles; leading benefits and leave policy design; building HR analytics dashboards and reports; overseeing onboarding, global mobility, and immigration; optimizing HRIS and benefits administration; and reinforcing company values and culture.
You will work alongside a strong Talent Acquisition team, Finance and Operations generalists, and oversee one talent and people generalist. Some HR systems are already in place; your role is to transform them into scalable, trusted programs and processes.
REQUIREMENTS:
- 8+ years of progressive HR experience
- At least 5 years as primary HR point-of-contact in a high-growth company, preferably tech
- Led or been early member of people function at venture-backed startup, ideally Series B-D
- Background in people operations, HR business partnership, or both
- Real employee relations experience with sound judgment
- Proficiency with spreadsheets; able to build compensation and leveling analyses independently
- Designed performance, compensation, and leveling programs from scratch and adapted them through headcount growth
- Ability to build trust quickly and coach leaders with confidence
- Conviction with ability to adjust quickly when approaches aren't working
- Preference for building over administering; right-sizing process to company stage
- Comfortable using AI tools to move faster and think better
EXTRA AWESOME:
- Experience as first people hire at company that scaled past 150
- Background in fintech, B2B SaaS, or high-growth technical environment
- Experience running people programs on Rippling
- Experience designing equity refresh programs
- Creative streak for culture and employee engagement programming
