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Doxel is a construction-tech company using computer vision and AI to bring real-time visibility to project progress, risk, and execution. The company serves industry leaders including Shell, Genentech, HCA Healthcare, Kaiser, Turner, and Layton, and is backed by Insight Partners and Andreessen Horowitz.
As Senior Director of People, you will design and build the people systems and processes that enable Doxel to scale and thrive. This is a builder's role reporting directly to the CEO, with the mandate and autonomy to shape how the company hires, develops, and retains talent. You will own the full spectrum of people operations across a rapidly growing, multi-country organization.
Key responsibilities include:
**Talent Engine:** Partner with dedicated recruiting owners to build a world-class hiring machine. Own hiring velocity, interview quality, decision discipline, and candidate experience. Establish and track measurable KPIs such as time-to-fill, offer-accept rate, and interviewer scorecard consistency.
**Performance Management, Career Pathing & Manager Development:** Partner with Finance on leveling architecture and benchmarking (Pave/Carta); design offer strategy. Build and evolve a career pathing framework with clear, defensible growth criteria at every level. Run merit, promotion, and calibration cycles end-to-end. Directly coach and develop people managers—especially first-time managers—through performance conversations, calibration, and promotion decisions.
**People Platform (HRIS):** Own Rippling as the company's HRIS. Configure job architecture, approval workflows, and design onboarding and offboarding processes that scale.
**Employee Relations:** Serve as the first line on ER issues, handling them with rigor and company policy compliance. Coach managers through difficult situations before escalation.
**Benefits, Total Rewards & Employee Support:** Own benefits strategy and annual renewals with brokers. Manage 401(k) administration and payroll operations across multiple countries. Ensure rewards are competitive, understood, and efficient. Support immigration needs (H-1B and related) with outside counsel and manage mobility.
**Learning & Development:** Own and grow the L&D program to scale the company's track record of developing up-and-coming managers into senior leaders.
You will default to AI-forward thinking, using modern tools to make people processes faster, sharper, and more scalable. The company hires and promotes on one criterion: the best person for every job. You will build systems that are rigorously fair and rigorously excellent, anchored to mission and merit.
**Requirements:**
- 10+ years of blended recruiting and HR experience
- At least 2+ years in an Enterprise SaaS environment
- Experience at a growth-stage company (approximately 50–300 headcount during tenure)
- Comfortable evaluating and integrating AI-powered tools into people workflows (interview intelligence, performance calibration support, L&D content creation)—knowing where AI genuinely improves rigor versus where it doesn't
- Talent Engine: Experience building or significantly improving hiring infrastructure with measurable, effective KPIs (time-to-fill, offer-accept rate, interviewer scorecard consistency, etc.)
- Performance Management, Career Pathing & Manager Development: Direct experience running performance review, merit, promotion, or calibration cycles (not just supporting them); built or owned a career pathing framework with clear criteria for growth at each level; direct experience developing first-time or early-stage people managers through their first performance conversations, calibration debates, or promotion decisions; comfortable coaching managers through difficult performance conversations in real time
- HRIS Ownership: Hands-on experience owning an HRIS (Rippling or comparable)—configuring job architecture, approval workflows, onboarding/offboarding flows (not just using as an end user)
- Employee Relations: Demonstrated experience handling ER issues directly—investigations, terminations, conflict escalation, manager coaching
**Preferred Experience:**
- Compensation & benchmarking: Comfort constructing offers and leveling using benchmarking data (Pave, Radford, or similar; Carta for equity)
- Multi-entity/international experience: Background in international HR operations and best practices (company currently operates across 11+ countries)
- Benefits & Total Rewards: Experience owning benefits strategy and running annual renewals with brokers; familiarity with 401(k) administration and multi-country payroll operations
- Immigration: Prior experience supporting or managing employer-sponsored immigration cases
