Director of People Programs, Systems & Analytics

About the Job

The company is looking for a Director, People Programs, Systems & Analytics to establish operational objectives, roadmaps, work plans, and operating rhythms for People programs, systems, analytics, and AI, translating the People Operations strategy and the company’s priorities into executable plans.

Your team will develop technical and AI-assisted capabilities while  turning workforce data into analytics and insights that allow the business to make informed decisions. This role reports to the Senior Director, People Operations.

In this role you will lead a small team and establish the framework for responsible AI use regarding People data. You will partner with Legal, Security, and IT, and recommend solutions that improve reporting, employee support, and efficiency.

Responsibilities

• Design the vision, strategy, roadmap, governance, and operating rhythms for all People programs, systems, analytics and AI, in alignment with the company’s business and People priorities. Manage the orchestration and successful completion of organization wide deliverables including OKRs, annual deliverables, and key projects, acting as a visible leader and facilitator within the People organization.

• Lead, coach, and develop a small, high-performing team, creating clarity, strong partnerships, and a culture of thoughtful execution and continuous improvement.

• In partnership with the Director, People Operations, ensure that programs and operating processes across the employee lifecycle, including onboarding, offboarding, employee data, documentation, compliance-related workflows, employee support, and international operations can be optimally managed through our HR tech stack with measurable, decision-informing analytics

• Design and evolve the People technology ecosystem, ensuring systems are integrated, scalable, secure, fit for purpose, and aligned to the employee and business experience.

• Establish standards for People data quality, definitions, governance, access, documentation, and stewardship, and build trusted reporting and self-service insights for People partners and business teams.

• Design an analytics strategy that translates workforce data into executive-ready narratives and practical recommendations across headcount, attrition, hiring, organizational health, employee experience, and workforce planning.

• Define a responsible AI strategy for the People function, including use-case prioritization, governance, human oversight, and adoption of solutions that improve reporting, decision-making, employee support, and operational efficiency.

• Partner with the Senior Director, People Operations, functional partners, and subject-matter experts to translate capability gaps into scalable learning experiences, then measure participation, effectiveness, behavior change, business impact, and equity of access.

• Lead change management for new systems, programs, policies, and processes, including communications, training, stakeholder readiness, adoption, and post-launch improvement.

• Manage vendors, dependencies, and tradeoffs, bringing structure to ambiguity and maintaining a clear view of value, risk, and long-term scalability.

Qualifications

• 15+ years of experience in People Operations, including 5 years leadership across People Programs, People Systems, People Analytics, or a similarly complex function. Experience should include the selection and optimization of HRIS and Talent systems at small and medium- to large-sized companies.

• A track record of organization-wide project and program management, designing operating models, building roadmaps, and delivering cross-functional programs at scale.

• Implementation and development of comprehensive data analytics, reporting, and dashboarding tools for Human Resources and Talent organizations with knowledge and experience in AI-enablement for those functions.

• Experience managing and developing a team and building strong cross-functional partnerships.

• Experience designing, managing, or improving integrations across HR systems and connected People tools to support reliable data flows and scalable operations.

• Strong understanding of how People systems, processes, data, and employee programs fit together. Experience improving HR technology, data quality, reporting, analytics, automation, or self-service decision support.

• Practical experience evaluating or advancing AI use cases, with sound judgment around sensitive employee data, privacy, governance, accuracy, and human oversight.

• Excellent written communication, prioritization, program management, and change leadership skills.

About You

• You are a strategic, systems-oriented People leader who connects technology, data, programs, and human experience.

• You can set organization-wide direction at the program level while engaging deeply enough to understand implementation details and remove barriers.

• You are ambitious about innovation, pragmatic about execution, and thoughtful about risk and employee trust.

• You are curious about People analytics and AI and disciplined about where they should and should not be applied.

• You are collaborative, grounded, proactive, and committed to building scalable, equitable experiences for employees and managers.

What Success Looks Like

• The People team has a clear, prioritized roadmap across programs, systems, analytics and AI.

• The People team has stronger governance, clearer processes, more reliable data, and fewer manual or fragmented workflows.

• People partners and business teams have trusted, actionable insights for workforce planning and People decisions, with responsible AI use cases improving efficiency and decision support.

• The team is engaged, growing, and recognized as a strategic partner that delivers meaningful outcomes across the company.

Pay

Target pay ranges based on Geographic Zones* for Level M4

• Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle -  $191,800 - 263,670 **

• Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $172,600 - $237,270 **

• Zone 3: All other US locations - $ 163,000 - $224,070 **

• All Zones inclusive of 15% Bonus Target

The company operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location.

*Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas.

**Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary.

About the company

Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The company platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations.

The company platform was built to guide engineers to the next frontier of DevOps by:

• Improving the velocity and stability of software releases, without the fear of end customer outages

• Delivering targeted experiences by easily personalizing features to customer cohorts

• Maximizing the business impact of every feature through the ability to experiment and optimize

• Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types

• Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability

At the company, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at [link for members] .

Do you need a disability accommodation?

Fill out this  accommodations request form  and someone from our People Operations team will contact you for assistance.

Your safety matters to us. To protect yourself from potential scams, the company recruiters will only contact you from @the company .com email addresses or via LinkedIn from "Verified Recruiter" accounts. Be cautious of emails from other domains.  Legitimate the company recruiters will never ask for money, fees, or banking information before making a job offer. The company will never make a job offer without conducting a formal interview process. Our interview process does not involve asking detailed questions by email. If you are ever unsure about a communication that you receive, don't click any links—visit Careers | the company   directly for confirmed job openings and links to apply.

Please notify us of any fraudulent representation by sending an email to  [link for members] .