Senior Director of People

About Dispel

At Dispel, we simplify secure remote access, micro-segmentation, and ongoing threat detection for operational technology environments. We protect critical infrastructure and manufacturing operations worldwide, delivering security that’s easy to use and audit. As the recognized leader in Zero Trust Remote Access for OT, Dispel is trusted by Fortune 500 companies, utilities, and the U.S. Department of Defense. We're growing fast and we’re looking for a Senior Director of People to help us build and support the team that drives our success.

About the Role

Dispel is hiring a Senior Director of People to lead and scale our People function. Reporting to one of our Co-CEOs, you’ll be the heart of our employee experience, building a close-knit, high-performing, and motivated team around Dispel’s mission—even in a fully remote environment.

You’ll be responsible for maintaining a high standard of Employee Relations, building programs that motivate, develop, and retain employees, and coaching our managers on how to get the best from their teams while helping their people be happy and successful. You will help shape Dispel’s Ways of Working—the habits, rituals, and processes that define how we operate day-to-day—and ensure our culture of opportunity and merit continues to thrive as we grow.

While this role is especially focused on Talent Management and Employee Relations, it will touch the range of people operations here at Dispel including Compliance & Policy, Employee Relations, Talent Management, Organization Design, Leadership Development, Compensation & Benefits, Talent Acquisition & Recruitment, PEO, and Performance Indicators. We don’t expect you to be an expert in all these areas, but you should be confident managing outcomes through internal execution and external partners, consultants, or legal counsel.

You’ll inherit and manage a strong People infrastructure, including our PEO partner TriNet and HRIS Workable, and build on the policies and frameworks already in place. From there, you’ll lead the development of new programs that strengthen how we work, grow, and collaborate as a remote-first company.

More than a People leader, you’ll be Dispel’s champion and cheerleader, bringing energy and intentionality to creating a culture where our people feel connected, empowered, and proud to be part of the team. You’ll help managers lead with empathy and clarity, provide frameworks for defining success criteria for their teams, and equip them with the tools and frameworks to lead effectively and transparently.

This role will require a leader who is comfortable managing the legal nuances of People operations, protecting both the company and employees in mediation and resolving complex situations with fairness and discretion. You’ll manage employee handbooks, commission letters, resignations, performance improvement plans (PIPs), and documentation—working closely with our PEO and outside legal counsel specializing in HR matters when needed.

What You’re Here to Accomplish

• Be the central People function at Dispel, responsible for maintaining and elevating the employee experience from onboarding to exit.
• Develop and implement Talent Management programs that enable employees to grow, perform, and succeed in alignment with Dispel’s mission and values.
• Maintain a high standard of Employee Relations. Be the trusted advisor employees and managers turn to. Handle issues with empathy, fairness, and discretion, reinforcing a culture of trust and integrity.
• Coach and develop our managers into exceptional leaders. Provide them with the tools, frameworks, and guidance to inspire their teams, manage performance effectively, and create opportunities for growth and development.
• Be Dispel’s cultural cheerleader. Cultivate a culture where employees are energized by our mission and connected to one another, even in a fully remote setting. Lead initiatives that foster belonging, purpose, and pride in the work we do.
• Define and champion Dispel’s Ways of Working. Ensure our communication rhythms, collaboration norms, and decision-making processes scale effectively while remaining aligned with our culture of opportunity and merit.
• Build and monitor Performance Indicators to track engagement, growth, and the effectiveness of People programs.
• Oversee Compensation & Benefits to ensure we remain competitive and equitable as we scale.
• Manage and optimize our existing People systems, including TriNet and Workable, ensuring they support a seamless and scalable employee experience.

What Success Looks Like in This Role

• Dispel is recognized by employees as a tight-knit, mission-driven community, despite being fully remote. People feel connected to each other and aligned with our purpose.
• Managers consistently demonstrate strong leadership skills and develop high-performing, engaged teams. They receive regular coaching and support from you.
• Talent Management systems are in place, providing clear career paths, growth opportunities, and development resources for all employees.
• Employee Relations issues are addressed promptly and fairly, reinforcing trust and transparency at every level of the organization.
• Dispel’s Ways of Working are clear and effective, enabling alignment, productivity, and collaboration across all teams.
• Objective analytics and AI tools are actively used in People processes, delivering efficiency gains, better insights, and smoother workflows.
• Our PEO (TriNet), HRIS (Workable), and other People systems run efficiently, and Dispel stays compliant with all our legal obligations, ensuring a seamless experience for employees and leadership.

No candidate will meet every single desired qualification. If your experience looks a little different from what we’ve identified and you think you can bring value to the role, we’d love to learn more about you!

• Have 10+ years of progressive People/HR leadership experience, with a track record of success in startups and growth-stage companies.
• Have hands-on experience using AI tools to enhance People operations and decision-making.
• Have experience coaching managers to define success criteria and lead their teams transparently and effectively.
• Have deep expertise in Talent Management and Employee Relations, with the ability to manage complex situations with empathy and discretion.
• Are comfortable with HR legal compliance and documentation, including managing handbooks, commission letters, resignations, mediations, and PIPs. (You'll have support from external legal counsel as needed.)
• Have a passion for building remote cultures, and a track record of cultivating connected, motivated teams in a distributed environment.
• Are a culture carrier—energized by the opportunity to be the cheerleader and champion of a company’s mission and values.
• Are comfortable managing external partnerships, including TriNet and legal counsel, and scaling People processes for a growing company.

This position is a MGR 8 at Dispel, and qualifies for:

• Competitive salary and performance bonus

• Stock options grant eligibility after 6 months

• Comprehensive health, dental, and vision insurance

• 401(k) with company match

• Generous paid time off and holidays
  

The U.S. pay range for this position is between $137,000 and $170,000/year with an expected Annual Incentive Plan (AIP) between $10,000 and $26,000/year (including bonus or commission). Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. Your exact offer may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience.

Dispel is proud to be an equal employment opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law.

Beware of Hiring Scams: Dispel will never ask for payment or sensitive personal information such as social security numbers during the hiring process. All official communication will come from a verified company email address. If you receive suspicious requests or communications, please report them to [email protected]. All of our legitimate openings can be found on the Dispel Career Site at