Job DescriptionRole Overview This role is responsible for building and shaping how DIME grows as an organization.Not just hiring people.Not just managing HR processes.But designing how teams are structured, how people grow, how performance is measured, and how culture shows up in daily work.You will work directly with leadership to make sure the organization scales with clarity, not chaos.ResponsibilitiesKey Responsibilities Organizational Design & StructureDesign and evolve team structures as DIME scalesDefine roles, responsibilities, and reporting lines clearlyIdentify gaps in structure and propose practical solutionsEnsure alignment between teams (Product, Growth, Technology, R&D)Hiring & Talent StrategyLead hiring for key roles across the companyBuild structured recruitment pipelines and evaluation systemsEnsure hiring decisions align with DIME’s culture and long-term directionImprove quality of hires, not just speedPerformance & Accountability SystemsDesign and manage OKR and performance review systemsSupport team leads in setting clear expectations and tracking outcomesBuild simple, usable performance frameworks (not heavy processes)Ensure accountability without creating unnecessary complexityPeople Development & GrowthBuild growth plans for team membersDesign learning, mentorship, and capacity-building systemsSupport managers in developing their teamsIdentify high-potential talent and support their progressionCulture & Team HealthTranslate DIME’s values into daily behaviors and practicesMonitor team engagement and identify early signs of frictionSupport conflict resolution and team dynamics when neededStrengthen internal communication and alignmentPeople Systems & InfrastructureBuild and maintain People & Culture systems (HRIS, documentation, workflows)Develop clear policies and internal guidelinesEnsure all people processes are structured, simple, and scalable RequirementsRequirements Experience & Seniority7–12+ years of experience in People Operations, Organizational Development, or HR Leadership rolesProven track record in scaling teams and organizations, preferably in startups or high-growth environmentsExperience working directly with founders, executives, or senior leadership teamsDemonstrated ownership of company-wide people strategy, not just functional HR executionOrganizational Design & StrategyStrong experience in designing and restructuring organizations (team structures, reporting lines, role clarity)Ability to align organizational design with business strategy and growth stagesExperience building scalable operating models for teams (Product, Tech, Growth, etc.)Comfortable making decisions around team design, hiring priorities, and resource allocationPerformance & Systems ThinkingDeep experience designing and implementing performance management systems (OKRs, reviews, feedback loops)Ability to build simple, effective systems that teams actually use (not heavy frameworks)Strong understanding of accountability, incentives, and performance cultureExperience linking individual performance to company-level outcomesTalent Strategy & Leadership HiringExperience leading end-to-end hiring strategy, especially for senior and critical rolesStrong judgment in assessing talent quality, cultural alignment, and long-term potentialAbility to design structured interview processes and evaluation frameworksExperience hiring across multiple functions (Tech, Product, Growth, etc.)People Development & Leadership SupportExperience supporting and coaching team leads and managersAbility to design and implement growth frameworks, mentorship systems, and leadership development programsStrong understanding of how to build high-performing teams over time, not just fill rolesCulture & Organizational HealthExperience translating company values into real practices, behaviors, and systemsAbility to identify early signs of misalignment, burnout, or cultural driftStrong capability in handling conflict resolution and sensitive team situationsExperience maintaining culture during rapid growth or structural changePeople Infrastructure & GovernanceExperience building and managing People systems (HRIS, documentation, policies, workflows)Strong understanding of compensation structures, leveling, and rewards systemsAbility to create clear, scalable policies without overcomplicating operationsFamiliarity with compliance and governance basics in organizational managementMindset & Leadership TraitsThinks like a system builder, not a process managerHigh level of ownership and accountabilityComfortable making decisions with incomplete informationAble to balance people empathy with business needsStrong presence and credibility when working with senior stakeholdersStrong AdvantageExperience in healthtech, technology startups, or mission-driven organizationsExposure to organizational scaling from early stage to structured growthBackground in organizational psychology or behavioral systems