Director Of People Jobs
Director Of People jobs are open across tech, healthcare, financial services, and consumer brands, at every level from senior HRBP to chief people officer, with specializations in talent strategy, organizational development, and total rewards. Find a role that fits from the openings below and apply directly.
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Aescape is a New York-based physical AI and robotics company redefining human recovery through intelligent, precision bodywork, elevating it into a consistent, outcomes-driven practice.
Powered by real-time body mapping, advanced robotics, and proprietary software, Aescape delivers deeply personalized bodywork that continuously adapts to the individual. This creates a superior way for members to move with greater ease, recover more efficiently, and optimize how they feel every single day.
Aescape is building a defining brand for recovery, shifting behavior from a sporadic experience into a progressive, measurable routine, unlocking compounding benefits that build lasting resilience and laying the groundwork for an entirely new category of proactive human health and performance.
Aescape powers recovery across leading fitness, hospitality, and wellness environments, including Equinox, Life Time, Marriott, Hilton, Four Seasons, Pause Studios, and Remedy Place, and is backed by Valor Equity Partners, BroadLight Capital, and Mecha Ventures.
Aescape is seeking a Senior Director of People to lead our People function (hybrid model), reporting directly to the CEO. This role requires significant on-site presence at our NYC office with flexibility for some remote work. As our People leader, you will oversee all people operations, ensure compliance, own recruiting and headcount planning, and build the programs that scale our collaborative, innovative culture. The ideal candidate is a strategic, hands-on builder who is open-minded, tech-enthused, and aligned with our focus on wellness and longevity. If this sounds like you, we’d love to hear from you!
What You'll Do
People Strategy: Own and evolve the overall People strategy, translating company goals into clear people priorities across the employee lifecycle. Build the foundational policies, procedures, and programs the function needs to scale, refining what exists and creating what does not. Serve as a trusted advisor to the CEO and leadership team on organizational design and the decisions that shape how the company grows.
HR Operations and Systems Management: Lead day-to-day HR functions, including payroll, benefits, onboarding/offboarding, and performance management, utilizing Rippling for HRIS and payroll, and Ashby for applicant tracking and recruiting. Ensure seamless integration with our core tools: Google Workspace (Gmail, Calendar, Drive), Slack for communication, and Notion for documentation and collaboration.
Compliance and Legal Oversight: Manage US visa processes, immigration support, and adherence to federal/state labor laws. Oversee international employee relations through established Employer of Record (EOR) partnerships in Japan, Mexico, UK, and manage employment compliance for our Canada-based team members, ensuring global compliance while minimizing risks.
Talent and Employee Relations: Act as a trusted advisor to leadership and employees on HR matters, including conflict resolution, employee engagement, and development initiatives. Support a distributed team of ~60 across NYC and remote US, Canada, Mexico, UK and Japan, fostering inclusivity and high performance.
Culture and Organizational Development: Champion our company culture by promoting open-minded collaboration, tech innovation, and wellness-focused programs. Serve as the primary point of contact for people-related queries, driving initiatives that enhance team morale and alignment with our health/longevity mission.
Talent Acquisition and Headcount Planning: Own recruiting strategy and execution in partnership with hiring managers, including headcount planning, hiring processes, and employer branding to attract top talent.
Compensation and Leveling: Develop and maintain our compensation philosophy, salary bands, and leveling framework, ensuring pay is competitive, equitable, and compliant with pay transparency requirements.
Manager and Leadership Development: Build manager capability through coaching, training, and performance management programs that develop leaders as we scale.
Reporting and Analytics: Generate HR metrics and insights using our tools to inform decisions on retention, diversity, and operational efficiency.
What You’ll Bring
Experience: 10+ years in HR leadership, with proven experience at the Senior Director level or equivalent (e.g., Head of People, VP/Director of People Ops). A proven track record building and scaling People functions in fast-paced tech or wellness startups strongly preferred.
Technical Proficiency: Experience with modern HRIS and ATS platforms (we use Rippling and Ashby). Strong familiarity with Google Workspace, Slack, and Notion is essential.
Legal Expertise: In-depth understanding of US labor laws, visa/immigration processes (e.g., H-1B, TN visas), and international HR practices (including Canadian employment law). Experience with EOR models for global teams required.
Location and Commitment: Hybrid model with primary onsite presence at our NYC office (expectation of 3-4 days/week onsite, with flexibility); full availability during core business hours.
Soft Skills and Culture Fit: A proactive, go-to leader who is open-minded, adaptable, and enthusiastic about technology. Interest in health, wellness, and longevity is a strong plus, aligning with Aescape's mission to enhance well-being through innovation.
Education: Bachelor's degree in HR, Business, or related field; HR certifications (e.g., SHRM-SCP, PHR) preferred.
What’s In It For You
Join a trailblazing robotics and AI company building the future of recovery
The chance to make a difference with a product that empowers healthier and happier living
Team culture driven by passion, ambition, empowerment, inclusion, curiosity, and fun!
100% employer-paid healthcare coverage for employees with generous coverage for eligible dependents
Flexible time off
Quarterly Wellness Days - everyone fully unplugs
Generous parental leave
Complimentary OneMedical membership
401(k) with employer matching
Home office budget
Annual stipend for professional development
Working late? Dinner is on us
Complimentary Aescape recovery sessions for yourself, friends & family
Compensation: Base salary range of $235,000 - $250,000 annually, plus performance bonus, plus equity grant commensurate with the role and company stage. Full-time employees are also eligible for our comprehensive benefits package, including medical, dental, and vision coverage, 401(k), paid time off, and paid parental leave.
Equal Opportunity Employer
Aescape is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law. The salary range listed above is a good-faith estimate provided in accordance with New York City's pay transparency law.
Aescape is a New York-based physical AI and robotics company redefining human recovery through intelligent, precision bodywork, elevating it into a consistent, outcomes-driven practice.
Powered by real-time body mapping, advanced robotics, and proprietary software, Aescape delivers deeply personalized bodywork that continuously adapts to the individual. This creates a superior way for members to move with greater ease, recover more efficiently, and optimize how they feel every single day.
Aescape is building a defining brand for recovery, shifting behavior from a sporadic experience into a progressive, measurable routine, unlocking compounding benefits that build lasting resilience and laying the groundwork for an entirely new category of proactive human health and performance.
Aescape powers recovery across leading fitness, hospitality, and wellness environments, including Equinox, Life Time, Marriott, Hilton, Four Seasons, Pause Studios, and Remedy Place, and is backed by Valor Equity Partners, BroadLight Capital, and Mecha Ventures.
Aescape is seeking a Senior Director of People to lead our People function (hybrid model), reporting directly to the CEO. This role requires significant on-site presence at our NYC office with flexibility for some remote work. As our People leader, you will oversee all people operations, ensure compliance, own recruiting and headcount planning, and build the programs that scale our collaborative, innovative culture. The ideal candidate is a strategic, hands-on builder who is open-minded, tech-enthused, and aligned with our focus on wellness and longevity. If this sounds like you, we’d love to hear from you!
What You'll Do
People Strategy: Own and evolve the overall People strategy, translating company goals into clear people priorities across the employee lifecycle. Build the foundational policies, procedures, and programs the function needs to scale, refining what exists and creating what does not. Serve as a trusted advisor to the CEO and leadership team on organizational design and the decisions that shape how the company grows.
HR Operations and Systems Management: Lead day-to-day HR functions, including payroll, benefits, onboarding/offboarding, and performance management, utilizing Rippling for HRIS and payroll, and Ashby for applicant tracking and recruiting. Ensure seamless integration with our core tools: Google Workspace (Gmail, Calendar, Drive), Slack for communication, and Notion for documentation and collaboration.
Compliance and Legal Oversight: Manage US visa processes, immigration support, and adherence to federal/state labor laws. Oversee international employee relations through established Employer of Record (EOR) partnerships in Japan, Mexico, UK, and manage employment compliance for our Canada-based team members, ensuring global compliance while minimizing risks.
Talent and Employee Relations: Act as a trusted advisor to leadership and employees on HR matters, including conflict resolution, employee engagement, and development initiatives. Support a distributed team of ~60 across NYC and remote US, Canada, Mexico, UK and Japan, fostering inclusivity and high performance.
Culture and Organizational Development: Champion our company culture by promoting open-minded collaboration, tech innovation, and wellness-focused programs. Serve as the primary point of contact for people-related queries, driving initiatives that enhance team morale and alignment with our health/longevity mission.
Talent Acquisition and Headcount Planning: Own recruiting strategy and execution in partnership with hiring managers, including headcount planning, hiring processes, and employer branding to attract top talent.
Compensation and Leveling: Develop and maintain our compensation philosophy, salary bands, and leveling framework, ensuring pay is competitive, equitable, and compliant with pay transparency requirements.
Manager and Leadership Development: Build manager capability through coaching, training, and performance management programs that develop leaders as we scale.
Reporting and Analytics: Generate HR metrics and insights using our tools to inform decisions on retention, diversity, and operational efficiency.
What You’ll Bring
Experience: 10+ years in HR leadership, with proven experience at the Senior Director level or equivalent (e.g., Head of People, VP/Director of People Ops). A proven track record building and scaling People functions in fast-paced tech or wellness startups strongly preferred.
Technical Proficiency: Experience with modern HRIS and ATS platforms (we use Rippling and Ashby). Strong familiarity with Google Workspace, Slack, and Notion is essential.
Legal Expertise: In-depth understanding of US labor laws, visa/immigration processes (e.g., H-1B, TN visas), and international HR practices (including Canadian employment law). Experience with EOR models for global teams required.
Location and Commitment: Hybrid model with primary onsite presence at our NYC office (expectation of 3-4 days/week onsite, with flexibility); full availability during core business hours.
Soft Skills and Culture Fit: A proactive, go-to leader who is open-minded, adaptable, and enthusiastic about technology. Interest in health, wellness, and longevity is a strong plus, aligning with Aescape's mission to enhance well-being through innovation.
Education: Bachelor's degree in HR, Business, or related field; HR certifications (e.g., SHRM-SCP, PHR) preferred.
What’s In It For You
Join a trailblazing robotics and AI company building the future of recovery
The chance to make a difference with a product that empowers healthier and happier living
Team culture driven by passion, ambition, empowerment, inclusion, curiosity, and fun!
100% employer-paid healthcare coverage for employees with generous coverage for eligible dependents
Flexible time off
Quarterly Wellness Days - everyone fully unplugs
Generous parental leave
Complimentary OneMedical membership
401(k) with employer matching
Home office budget
Annual stipend for professional development
Working late? Dinner is on us
Complimentary Aescape recovery sessions for yourself, friends & family
Compensation: Base salary range of $235,000 - $250,000 annually, plus performance bonus, plus equity grant commensurate with the role and company stage. Full-time employees are also eligible for our comprehensive benefits package, including medical, dental, and vision coverage, 401(k), paid time off, and paid parental leave.
Equal Opportunity Employer
Aescape is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law. The salary range listed above is a good-faith estimate provided in accordance with New York City's pay transparency law.
Director Of People Jobs by Experience Level
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Find Director Of People JobsDirector Of People Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Media & Entertainment
- Consulting & Professional Services
- Education
- Food & Beverage
What Employers Look For
The qualifications that appear most often in director of people jobs.
- 8 or more years of progressive HR or people operations leadership experience
- Demonstrated ability to design and scale talent acquisition and retention programs
- Experience partnering directly with C-suite executives on workforce planning
- Proficiency in HRIS platforms such as Workday, BambooHR, or Rippling
- Bachelor's degree in human resources, organizational psychology, or a related field
- PHR, SPHR, or SHRM-SCP certification preferred by many mid-to-large employers
Tips for Your Director Of People Job Search
Tailor your resume to people metrics
Director of people roles expect quantified outcomes, not task lists. Reframe your experience around retention rates, time-to-fill improvements, engagement scores, and headcount growth you owned. Hiring teams will dismiss a resume that reads like an HR generalist's job description.
Apply early to roles that fit
Migrate Mate lists director of people openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies at your preferred growth stage
The director of people role looks completely different at a 50-person startup versus a 5,000-person enterprise. Filter your search by company size and funding stage so your experience aligns with what the team actually needs you to build or scale.
Showcase systems you have built from scratch
Hiring managers want to know whether you can architect people programs, not just maintain inherited ones. Highlight performance review frameworks, onboarding redesigns, or compensation structures you built and implemented, with the business problem each one solved.
Prepare a leadership philosophy statement
Executive people-ops interviews almost always open with a prompt about how you approach culture, conflict, or organizational change. Draft a concise, specific statement in advance so you're not improvising your answer in front of a CEO or board observer.
Negotiate scope before you negotiate compensation
Before discussing an offer, get clarity on reporting structure, headcount, budget authority, and which functions roll up to you. A title upgrade without real authority limits your long-term impact and makes it harder to leave with a stronger resume line.
Director Of People Jobs: Frequently Asked Questions
Which companies are hiring the most director of peoples?
The companies hiring the most director of peoples right now include Respiris, Sage Hospitality, and MrBeast, with the largest share of openings in California, New York, and Illinois, based on current listings on Migrate Mate as of August 2026. Demand tends to concentrate in high-growth tech and healthcare organizations actively scaling their workforce.
How many director of people jobs are remote?
About 49% of director of people openings are fully remote or hybrid as of August 2026, making it one of the more flexible senior roles in the HR function. Sub-areas like total rewards strategy, people analytics, and DEI program leadership skew most heavily toward remote arrangements, while culture and onboarding roles more often require on-site presence.
How do you become a director of people?
Most directors of people move up through HR business partner or HR manager roles, building depth in at least two or three functional areas like talent acquisition, learning and development, or compensation. Earning an SPHR or SHRM-SCP credential strengthens your candidacy. Volunteering to lead cross-functional people initiatives and presenting workforce data to senior leaders are the fastest ways to build the executive presence the role demands.
Can you get a director of people job without extensive HR experience?
It's uncommon, but operators who have built and led teams at startups sometimes land director of people roles when a company prioritizes cultural fit and business acumen over HR credentials. Your strongest path is to document specific people outcomes you drove, such as a hiring process you overhauled or a retention problem you solved, and target early-stage companies where the role is being built rather than inherited.
What does the director of people interview process look like?
The process typically starts with a recruiter screen, followed by a structured interview with the CHRO or CEO covering your leadership philosophy and experience building people programs. Expect a panel round with cross-functional leaders whose teams you would support. Many employers also assign a take-home case study asking you to diagnose an organizational challenge and present a people strategy recommendation before a final offer conversation.
Where can I find and apply to director of people jobs?
You can find and apply to director of people jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience level, industry background, and preferred location or remote arrangement, then apply directly to each listing from the page.
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