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Crusoe is a vertically integrated AI infrastructure company building the energy and compute backbone for the world's most ambitious AI workloads. As Senior Director of Global People & Talent Operations, you will own the end-to-end employee lifecycle across a rapidly scaling, global, multi-entity workforce.
You will architect and lead the people and talent technology stack, including the Workday implementation and beyond. This is a builder's role: you'll design processes that replace outdated systems, set data integrity standards that enable downstream reporting and decision-making, and lead a growing People Operations team.
Key responsibilities include:
- Designing the holistic people and talent systems architecture in collaboration with IT, compliance, finance, legal, and safety teams
- Owning day-to-day employee administration (hires, transfers, promotions, terminations) across a global workforce
- Leading and growing the People Operations team, building capabilities for scale
- Ensuring operational integrity, data accuracy, audit readiness, and controls across the employee lifecycle
- Designing end-to-end processes, SOPs, and governance documentation
- Serving as the primary People Operations partner to the People Technology team through Workday go-live and beyond
- Identifying and driving AI, agentic workflows, and automation opportunities to replace manual work
- Acting as connective tissue across Total Rewards, Employee Success, HRBPs, Talent, Legal, Payroll, and Finance
- Building employee and manager self-service infrastructure and training
- Defining and owning KPIs for People Operations effectiveness (case resolution time, transaction accuracy, SLAs, satisfaction)
You bring 10+ years in People Operations or HR Shared Services, with 7+ years leading teams through accelerated scaling and change. You have proven experience designing and implementing HR workflows, processes, and systems for organizations ranging from sub-2,000 to 25,000 employees. You excel at architecting cross-functional processes, managing continuous change, and partnering with stakeholders to implement workflow improvements. You have an operator's instinct for when process creates leverage versus drag, a bias toward automation over manual work, and the judgment to make decisions and move quickly.
