Sr Director, People (SF-Hybrid)

RZR is an AI-native advertising platform built for the next era of performance marketing. We operate at the intersection of machine learning, programmatic media, and full-funnel mobile growth, powering campaigns for some of the world's most ambitious advertisers. Our platform is purpose-built to deliver outcomes at scale, not just impressions.

We are a team of builders, operators, and technologists who believe the advertising industry is overdue for a fundamental rethink. We move fast, operate with a high degree of ownership, and hold ourselves to an exceptionally high standard of craft.

RZR is scaling aggressively with an active M&A pipeline and a platform vision that puts us on a path to becoming an industry leader. This is a rare opportunity to join a company at an inflection point and help shape what it becomes.

Role Overview

As Global Head of People at RZR, you will own People Operations across the US and EMEA, partner directly with the CEO and COO on global People strategy, and consolidate the global People function under a single owner. You become the senior People leader for HQ and the executive team — and the connective tissue across regions.

Scope includes recruiting, retention, performance management, onboarding, employee experience, training, compliance, and HR business partnership for the US, EMEA, and Armenia teams. The role partners closely with the India People lead and China HRBP to keep standards consistent across geographies.

This is a high-ownership leadership role with real authority from day one. You will not be inheriting a polished machine — you will be consolidating a fragmented function, setting the operating model, and building a People engine that can support RZR's next phase of growth.

The right person for this role brings executive presence and process discipline in equal measure — someone who can earn the trust of the CEO and COO, hold the line on standards with senior leaders, and drive measurable improvement in hiring quality, performance consistency, and organizational health.

Key Responsibilities

Leadership and Strategy

• Lead all People Operations for US and EMEA and contribute to global People strategy across all RZR offices
• Consolidate the global People function — define the operating model and reporting structure with India, China HRBP, and other regional leads
• Partner with the CEO and COO to build a scalable, high-performance People function
• Serve as the senior People voice on the US executive team and coach managers and leaders across the company

Performance Management and Talent Development

• Lead implementation of performance management cycles and ensure global consistency in expectations, leveling, calibration, and feedback standards
• Continue the leveling framework work (L1 through L13) and functional job competencies already in flight — carry forward, do not restart
• Drive manager enablement, leadership development, and structured feedback processes across US and EMEA
• Build frameworks for career growth and internal mobility, aligned with US and global workforce needs and the RZR 2030 plan

Retention, Engagement, and Employee Relations

• Develop US and EMEA retention strategies while influencing global retention initiatives
• Drive employee engagement programs that reinforce RZR's culture of ownership, speed, and excellence
• Serve as a trusted advisor to managers and leaders on communication, conflict resolution, and organizational health
• Manage sensitive ER matters with judgment, fairness, and strong documentation

Onboarding, Culture, and Employee Experience

• Own the US and EMEA onboarding experience and ensure consistency with global onboarding standards
• Continue the RZR Academy revamp already in flight
• Strengthen cultural alignment across US and EMEA teams while supporting global culture-building efforts
• Improve new hire integration, communication rhythms, and cross-team collaboration

Compliance, HR Operations, and Process Excellence

• Ensure compliance with US federal and state employment law, EU and UK regulations including GDPR, and works council requirements where applicable
• Maintain high documentation standards for all hiring, performance, and ER processes
• Enforce adherence to global HC processes as part of operational excellence, including regular reviews of hiring plans, documentation quality, and approval workflows
• Measure and report People metrics such as hiring velocity, quality of hire, performance distribution, and attrition — and drive continuous improvement
• Manage the US People team directly, including the existing US HRBP, People Ops lead, and HR team
• Build, mentor, and scale the global People team to support rapid headcount growth
• Build cross-office collaboration with India, China, and future regional People leaders to ensure alignment and shared best practices

Required Skills and Experience

Must-Have

• 10+ years of HR and People Ops experience, with 5+ years in senior People leadership at global or multi-region scale
• Strong structured hiring expertise — loops, scorecards, leveling — with a track record of running a global HC process
• Strong process discipline and comfort enforcing standards with senior leaders
• Deep knowledge of US federal and state employment law; working knowledge of EU and UK employment, GDPR, and works councils
• Experience with performance systems, manager development, and org design at high-growth scale
• Exceptional communication, judgment, and stakeholder management; executive presence
• High ownership, pace, and execution rigor — comfort making hard talent calls and upgrading leadership when scale demands it

Nice-to-Have

• Experience supporting technical teams (ML, Engineering, Data Science) at scale
• Familiarity with AI-native, ad tech, or data-intensive environments
• Experience operating in a company undergoing rapid international expansion or M&A activity

Why Join RZR?

• Direct partnership with the CEO and global leadership team — you will sit at the executive table, not report through layers. Your decisions on hiring quality, performance standards, and org design will shape the company directly.
• Build the People function, not just run it — this is a consolidation and build mandate, not a maintenance role. You will define the operating model, set global standards, and redesign processes with full authority to do so.
• Drive impact across every function — your remit spans ML, Engineering, Data Science, Creative Studio, Sales, GTM, Product, Analytics, and Operations. The work is genuinely cross-company.
• Real ownership over talent density and leadership quality — you will have the brief to raise the bar on hiring, enforce calibration, and develop the next generation of RZR leaders during a pivotal scale-up phase.
• A culture that values what you value — RZR operates with extreme ownership, high standards, and a bias for speed. If that is how you naturally operate, you will fit here.
• Significant upside at an inflection point — RZR is profitable, scaling aggressively, and executing against a clear 2030 vision. This is an early seat at a company with meaningful trajectory.

RZR Behaviors

RZR operates by eight core behaviors: Extreme Ownership Move Fast Drive for Excellence Proactive Communication Courage Curiosity Deliver Results Manage Ambiguity

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