Director, People Operations

Local or 100% Remote

Who we are 

Our mission at Point is to make homeownership more valuable and accessible to all. Every day, we explore, build, and iterate to create innovative financial products that improve the lives of our customers. Together, we’re creating the premier full-stack home equity platform to help current homeowners access their home wealth and aspiring ones realize their dream of homeownership. Point has raised over $180M from Andreessen Horowitz, WestCap, Prudential and other leading investors.

About the role

This dynamic and impactful HR leadership role offers the opportunity to drive strategic initiatives that shape the future of the organization. You’ll collaborate closely with senior leadership to align HR strategies with company goals, creating a culture of performance excellence and continuous growth. You'll own and drive our annual cycles, including performance management, compensation, and Benefits, and the systems that support them. With a focus on scale and change management, you’ll guide the organization through the next phase of growth, all while optimizing HR processes using data-driven insights. If you’re passionate about influencing change and developing processes that scale, this is your chance to make a meaningful, lasting impact.

Our culture

We are a people-first, value-driven team. We come from varied backgrounds, experiences, and time zones. Our teams are aligned in service to our goal — to improve the lives of customers. Our culture is built on sharing ideas, supporting each other, and being empowered to do our best work. Find out what you can accomplish as part of an engaged, high-achieving team focused on a common goal.

Your responsibilities

• Strategic Planning: Collaborate with stakeholders to understand the organization's long-term (quarterly, bi-annual, annual) goals and develop HR strategies that support these objectives. This Pointer will ensure that the HR function is integrated into the overall strategic planning process, solving for the needs of the employee base.
• Annual Cycles: Own and drive the annual HR calendar and associated cycles, including performance management, compensation planning and reviews, promotions, Open Enrollment, and engagement surveys
• Compensation and Benefits: Design competitive compensation and benefits packages that align with the organization's strategic objectives, and attract and retain top talent.
• HR Technology Integration: Leverage HR technology and systems to streamline HR processes, improve data management, and enhance overall efficiency in HR operations.
• Performance Management: Run our annual performance review cycle, linking individual …