Example Company
Software engineer
- Location
- San Francisco
- Type
- Full time
- Compensation
- $150k-$200k
- Posted
- 2 days ago
Join a team building useful software. Work closely with engineering and design to turn new ideas into products.
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Director of People Operations
- Location
- New York
- Type
- Full time
- Posted
- 14D AGO
About the role
About Button
Button is building the future of the commerce powered internet — enabling performance marketing and monetization at scale across marketplaces, brands, and creators. We’re creating products that unlock new value at the intersection of discovery, engagement, and conversion. Button’s Mission is to empower the companies shaping the creator and affiliate economy - fueling mobile growth with innovation and new paths to monetization. Our vision is an internet where all marketing is performance-based, everyone wins, and our innovation in the creator and affiliate economy lays the foundation for a new era of growth.
Button is structured on a hybrid model with anchor days Tuesday-Thursday in our Bryant Park office.
What you'll do
You'll own the People function end to end: talent acquisition and hiring, the employee lifecycle, compliance and the systems behind it, compensation structure, and the day-to-day employee experience.
Employee lifecycle & systems
- Own onboarding, performance cycles, promotions, and offboarding
- Serve as system owner for our HRIS, ATS, and PEO platforms
- Own benefits administration, open enrollment, and leave, and be the go-to person for employee questions and issues
Compliance & employee relations
- Own multi-state U.S. employment compliance
- Maintain the employee handbook and the policies behind it
- Be the first call on employee relations
- Train and coach managers through performance cycles and day-to-day management
Hiring outcomes & the People team
- Manage and develop the talent acquisition function, supported by a Talent Acquisition Manager, and own time to fill, quality of hire, and candidate experience
- Own the hiring process itself: structured interviews, scorecards, and consistent, defensible offers
- Hold the offer and leveling decision in partnership with Finance and the hiring manager
- Identify the resources the function needs to scale, and work with leadership to bring in the right people
Compensation, planning & people data
- Own employee leveling and salary bands
- Partner with Finance to maintain the headcount plan and the compensation projections leadership uses to make decisions
- Turn attrition, engagement, and hiring data into recommendations, not just reports
Engagement & company culture
- Own company traditions, events, systems, and the internal communication that keeps a distributed team aligned
- Run company events, including offsites and coworking weeks
- Own the engagement survey and what visibly changes because of it
What you need to be successful
Minimum qualifications
- 7+ years in HR or People Operations, including at least 2 years managing a direct report
- Owned HR compliance for a multi-state U.S. employer, including New York
- Run a full performance and compensation cycle end to end, not just administered one someone else designed
- Served as system owner for an HRIS and payroll platform, including an implementation or migration
- Direct employee relations experience, including workplace investigations
- Partnered with Finance on headcount planning and compensation budgets
- Built processes and operated effectively in a lean, fast-changing, or unstructured environment
Preferred qualifications
- Experience at a venture-backed technology company of roughly 50–250 people
- Consolidated a scattered people function into one, rather than inheriting a mature one
- Designed compensation bands and a leveling framework from scratch
- Owned talent acquisition as well as People Operations
- SHRM-CP/SCP or PHR/SPHR certification
This role is for someone who
- Is comfortable in the nitty-gritty and on big-picture work like headcount planning
- Creates repeatable processes and builds a sustainable function
- Has hands-on operational experience and has personally run the cycles
- Will tell a manager what they don't want to hear
- Builds their own structure instead of waiting to inherit one
- Holds confidences completely, even under pressure from senior leaders
- Believes culture is an operational output, not a vibe
- Willing to commute in three days a week Tuesday-Thursday
What you'll get
- Compensation: Expected base salary of $165,000–$195,000. Final offer depends on skills and experience relative to the role's requirements.
- Comprehensive Health Coverage: 100% company-paid premiums for employee base medical coverage, with ~80% coverage for spouse, partner, and dependent care. Options include both traditional plans and a High Deductible Health Plan (HDHP) paired with a Flexible Spending Account (FSA) or Health Savings Account (HSA).
- HSA Company Contribution: For employees enrolled in the HDHP, the company contributes up to $1,800/year for individuals ($150/month) and up to $3,000/year for families ($250/month).
- 401(k) Retirement Plan: Automatic 3% company contribution starting after 30 days, completely independent of employee contributions and 100% vested immediately (with both traditional pre-tax and Roth options).
- Annual "Treat Yourself" Stipend: A $500 annual wellness and personal stipend to spend on vacations, spa days, personal electronics, or home goods.
- Monthly Tech & Connectivity Stipend: $130 per month ($1,560 annually) to cover cell phone and home internet expenses.
- Home Office Setup Allowance: A one-time $400 stipend for new hires to customize their workstation, equipment, and ergonomic office setup.
- Wellness & Fitness Perks: Subsidized fitness benefits, including discounted Peloton memberships ($10/month) and covered NYC bike-share memberships.
- Concierge Healthcare: Complimentary One Medical membership providing 24/7 on-demand virtual care and prioritized in-person appointments.
- Time Off: Unlimited time off (including your birthday), plus summer and winter company breaks
- Employee Assistance Program (EAP)
- WeWork All Access memberships in select markets, plus regular coworking days and social events
Button is committed to being a welcoming and inclusive workplace for everyone, and we are intentional about making sure people feel respected, supported and connected at work—regardless of who you are or where you come from. We value and celebrate our differences and we believe being open about who we are allows us to do the best work of our lives.
Button is an Equal Opportunity Employer. We do not discriminate against qualified applicants or employees on the basis of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by federal, state, or local law, rule, or regulation.
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