Director of People Operations

As our inaugural Director of People Operations, you will own and build the entire People function, reporting directly to the CFO while serving as a strategic partner to the CEO and executive team. This is a builder role: hands‑on in establishing scalable systems, driving talent acquisition and retention, and ensuring People initiatives support financial discipline and business growth. You’ll align People strategies with burn rate management, headcount planning, and operational efficiency, while championing culture and employee experience. Key Responsibilities Build the People Function: Design foundational infrastructure including HR policies, performance frameworks, compensation philosophy, equity programs, and benefits—ensuring tight integration with finance/payroll systems under CFO oversight. Talent Acquisition & Scaling: Collaborate with leaders and CFO on hiring forecasts and headcount budgets; own recruiting strategy, employer branding, sourcing, and processes to enable aggressive, capital‑efficient growth. Employee Lifecycle & Operations: Lead onboarding through offboarding, payroll coordination, benefits administration, compliance (multi‑state/international), leaves, performance/promotion cycles, and exits—maintaining strong financial controls and reporting cadence. Compensation & Total Rewards: Develop competitive comp bands, equity refresh strategies, bonuses, and benefits packages; partner closely with CFO on modeling total rewards impact to runway, burn, and financial forecasting. Culture & Engagement: Drive programs for engagement, feedback (surveys, pulse checks), recognition, and events to sustain high morale and retention; advise CEO on culture initiatives while grounding them in operational/financial realities. Strategic Partnership & Metrics: Provide data‑driven insights on People metrics (retention, time‑to‑hire, engagement) to CFO and CEO; contribute to org design, succession planning, headcount modeling, and change management; ensure People decisions align with financial goals and investor expectations. Compliance & Risk: Oversee legal compliance (labor laws, equity, data privacy); collaborate with CFO/legal/finance on audits, risk mitigation, and readiness for future rounds or potential IPO path. About xCures For more information about xCures, visit: xcures.com/company xcures.com/company/team/ Requirements 7–12+ years of progressive People/HR experience, with 3–5+ years in scaling startup/tech environments (ideally Series A–C). Proven success building People functions from early/scrappy stages in high‑growth companies. Strong operational mindset with experience partnering closely with Finance/CFO on comp modeling, headcount planning, payroll integration, and cost controls. Hands‑on expertise across recruiting, HR ops, total rewards, performance, culture, and compliance. Comfort in ambiguity, fast pace, and rolling up sleeves in a resource‑constrained environment. Business acumen to connect People initiatives to financial outcomes, runway, and growth milestones. Excellent influencing skills to build trust with CFO, CEO, and cross‑functional leaders. Data‑driven approach with HR analytics and tools experience. Bachelor’s degree required; SHRM/PHR or advanced degree a plus. Location This is a remote role open to candidates based anywhere in the United States. Some travel is expected, approximately 2 to 5 times per year, for team meetings & company events Compensation Salary range: $150,000 to $200,000 Meaningful equity in a high‑growth Series B company. xCures offers a flexible benefits program including medical, dental, and vision coverage, vacation and sick time, paid holidays, and a 401(k) plan. Equal Opportunity Employer xCures is an equal opportunity employer valuing workforce diversity. #J-18808-Ljbffr