Director of People Experience

Director Of People Experience

Washington, DC - Hybrid

About Virtru:

While the rest of the security industry obsesses over locking data down to prevent it from being lost or stolen, we're doing something fundamentally different at Virtru. We're setting data free so that you can intentionally share it with others, but without sacrificing security, privacy, or control.

We've created both a suite of powerful data protection applications and an open platform that's sparking an ecosystem of innovation. Through the Trusted Data Format (TDF) open standard, we're not just protecting data; we're creating a new paradigm where security enables sharing rather than preventing it.

Think of us as the Android of data protection: a robust platform with an open core that developers and partners can build upon, coupled with our own best-in-class applications that showcase what's possible when you reimagine security from the ground up.

Backed by Iconiq Capital, Bessemer Venture Partners, Foundry Capital, and Tiger Global, we're helping Fortune 500 companies and government agencies discover that true data security means having the freedom to share, collaborate, and innovate without compromise.

Compensation: $ 170,000-$190,000/year

Team & Position Details:

As a Director of People Experience, you will be reporting to the CHRO in a senior people leadership role that sits at the intersection of strategy and execution. This leader will own the full employee lifecycle experience at Virtru, from how we recruit and onboard to how we grow, recognize, and develop our people. They will build and lead a team of HR Business Partners and recruiters while also owning enterprise-wide programs across performance management, engagement, org design, career pathing, recognition, and talent acquisition.

This is a role for a builder and operator. You have scaled people functions inside fast-moving, product-led companies and understand the unique demands of a high-growth environment, where speed, judgment, and systems thinking are equally critical. You bring deep experience in the cybersecurity or adjacent regulated-tech space, and you've navigated the complexities of private equity or venture-backed growth, international expansion, and rapid headcount scaling.

This role is hybrid in nature, spending a few days each week in our DC headquarters.

As a Director of People Experience, your responsibilities will include:

• HRBP Team Leadership & Business Partnership
  • Lead, develop, and scale a team of HR Business Partners aligned to Virtru's business units.
  • Evaluate, pilot, and scale AI tooling across the people tech stack: ATS/sourcing agents, interview intelligence, engagement sentiment analysis, workforce analytics, learning platforms, and HR service delivery.
  • Set the vision and operating model for how HRBPs partner with the business: embedding deeply in their units while delivering consistent, enterprise-wide people outcomes.
  • Coach HRBPs to serve as trusted advisors to senior leaders, translating business strategy into people actions, anticipating workforce risks, and driving sound HR execution.
  • Establish clear accountability frameworks for HRBPs across talent, employee relations, engagement, and change management.
  • Partner with ELT members and senior leaders directly on complex, sensitive, or high-stakes people matters, serving as an escalation point and strategic advisor.
  • Mentor and build career paths for HRBPs aligned to company need and strategy.
• Performance Management & Feedback Culture
  • Partner with the CHRO to develop Virtru's end-to-end performance management program, including review cycle design, calibration, manager coaching, and post-review communication.
  • Build a feedback culture aligned to Virtru values and operating principles that is continuous, honest, and development-oriented.
  • Use talent and performance data to identify trends, surface risks early, and drive proactive action. Design and implement scalable performance improvement frameworks that support both high performers and employees who need redirection.
• Employee Engagement & Culture
  • Lead Virtru's employee engagement strategy from survey design and cadence to action planning and leadership accountability.
  • Translate engagement and sentiment data into targeted, actionable initiatives that measurably improve the employee experience.
  • Partner with senior leaders to ensure culture and operating principles are reinforced through behaviors, decisions, and systems.
  • Monitor employee health indicators (attrition, tenure, morale, eNPS) and develop and suggest proactive measures when patterns emerge.
• Org Design & Organizational Effectiveness
  • Lead organizational design work across Virtru, diagnosing structural inefficiencies, recommending changes, and supporting execution with discipline and communication rigor.
  • Partner with HRBPs and ELT on workforce planning, headcount allocation, and span-of-control analysis, especially during periods of growth or reorganization.
  • Support global expansion efforts by building people frameworks that travel across geographies while respecting local requirements and norms.
• Recognition & Rewards Philosophy
  • Design and operate Virtru's recognition programs, both formal and informal, in ways that are equitable, meaningful, and aligned to company values.
  • Partner with Total Rewards on compensation philosophy, promotion equity, and leveling to ensure recognition goes beyond programs to systemic fairness.
  • Ensure leaders are equipped and empowered to recognize contributions in ways that reinforce the behaviors Virtru values most.
• Career Pathing & Talent Development
  • Partner with Total Rewards to build and maintain Virtru's career framework, including job families, levels, competencies, and development pathways for individual contributors and managers.
  • Partner with HRBPs and business leaders on succession planning, high-potential identification, and leadership pipeline development.
  • Create internal mobility pathways that reduce regrettable attrition and leverage talent across the organization.
  • Design learning and development programming that is practical, manager-enabled, and tied directly to business outcomes.
• Recruiting & Talent Acquisition
  • Own talent acquisition strategy at Virtru ensuring aligned to the operating principles, including the operating model, tooling, sourcing philosophy, and candidate experience standard.
  • Lead and develop the recruiting function, ensuring best practices and workflows allow full-cycle capability from sourcing through offer and onboarding across all business units, and enabling HRBPs to build recruiter career paths.
  • Bring a data-driven lens to talent acquisition by reporting metrics like time-to-fill, offer acceptance, source quality, and pipeline health to continuously improve.
  • Ensure the recruiting function scales effectively with Virtru's growth, including for global and high-volume hiring needs.

Skills that will help you thrive in this role:

• 8+ years of progressive HR experience, with at least 35 years in a senior people leadership role managing global teams and programs at scale.
• Bachelor's degree in related field, or equivalent experience.
• HR certifications (SPHR, SHRM-SCP, PHR, or SPHR).
• Experience with HCM, ATS, and people analytics platforms at scale.
• Prior experience working directly with a CHRO or CPO in a strategic capacity.
• Proven experience scaling a global people function inside a company on a trajectory to and through $100M ARR.
• Demonstrated hands-on experience deploying AI tools within an HR or people function.
• Experience in product-led growth organizations, with a strong understanding of how these dynamics shape talent needs, culture, and organizational design.
• Cybersecurity industry experience (or adjacent regulated-tech: defense, govtech, fintech) with deep understanding of mission-critical environments, compliance mindsets, and security-first culture.
• Private equity or venture-backed company experience with demonstrable experience operating with discipline under investor lens and how to make decisions that balance people-first values with business urgency.
• Direct experience leading through high employee growth phases managing rapid global headcount scaling without sacrificing quality of hire, culture, or manager effectiveness.
• Hands-on experience designing and executing global expansion people strategies, including international hiring, compliance considerations, and building culture