À propos de ce poste HR Director chez Obsidian Security
Obsidian Security is the leading SaaS security platform, trusted by global enterprises like Snowflake, T-Mobile, and Algolia. We protect 200+ organizations across North America, Europe, the Middle East, Southeast Asia, Australia, and New Zealand, including many of the world’s largest Fortune 1000 and Global 2000 companies.
Founded in 2017 and backed by top investors like Greylock, Obsidian was built to close a critical gap: securing SaaS apps where business happens—Microsoft 365, Salesforce, and hundreds more. The company does this by offering a complete SaaS security platform to reduce risk, detect and respond to threats, and prevent breaches at the source. Obsidian was built by leaders who redefined endpoint and identity security at CrowdStrike, Okta, Cylance, and Carbon Black. Now, they’re transforming how SaaS is secured.
With AI driving rapid SaaS growth and complexity, agentic AI tools gain privileged access to sensitive data through integrations, creating new risks most security tools miss. Obsidian uniquely detects anomalous OAuth token activity and manages integration risks. Major announcements are on the horizon. Recognizing that SaaS security needs to evolve, Obsidian enables growing organizations to start with a lightweight, prevention-focused browser extension and expand coverage over time.
With global momentum, a growing partner ecosystem including SentinelOne, Databricks, and Google Cloud, and a major fundraise ahead, Obsidian is scaling rapidly toward long-term growth and IPO readiness.
Position Summary
The Director, People is a player/coach leader who runs the People function at Obsidian Security — operations, benefits, programs, compliance, and onboarding/offboarding — while managing and developing the People Operations Manager and People Generalist. The Director also personally owns HR Business Partner (HRBP) responsibilities for a select client group, advising that group's leaders on talent strategy, employee relations, and organizational effectiveness. Reporting to the VP/Head of People, the Director balances team leadership with hands-on execution to keep the People function running smoothly.
Key Responsibilities
Team Leadership
- Manage, coach, and develop the People Operations Manager and People Generalist, setting priorities, quality standards, and growth plans for the team
People Operations & Systems
- Own day-to-day HRIS operations and the employee lifecycle (status changes, promotions, transfers, terminations), ensuring accurate, timely data
- Partner with Finance/Payroll on accurate, timely payroll processing and reconciliation
- Build/track People metrics (headcount, turnover, time-to-fill, engagement) and continuously improve processes and tools
Benefits Administration
- Own employee benefits programs — plan design, negotiations, administration, and annual open enrollment/renewal — ensuring accuracy and compliance
- Benchmark offerings against market data and recommend enhancements that support attraction and retention
People Programs
- Lead core People programs — performance management, engagement surveys, recognition, and career/learning development
- Support compensation cycles (merit, bonus, equity refresh) and drive engagement initiatives that build a strong, values-aligned culture
Compliance
- Ensure People policies, recordkeeping, and practices comply with employment law (FLSA, FMLA, ADA, EEO, leave laws); own the employee handbook
- Manage compliance filings and audits (EEO-1, ACA, workers' comp, I-9) and advise leadership on regulatory changes
Onboarding & Offboarding
- Manage end-to-end onboarding and offboarding, driving enhancements to elevate and scale the programs
People Business Partnership (Select Client Group)
- Own the HRBP relationship for an assigned client group as its primary People point of contact and trusted advisor
- Partner with the group's leaders on org design, workforce planning, and talent reviews
- Coach managers and employees through performance management, employee relations, and conflict resolution, translating business priorities into tailored People strategy
Qualifications
- 8+ years of progressive People experience, including generalist/HRBP work and ownership of operations, benefits, and compliance
- 2+ years directly managing and developing People team members
- Working knowledge of multi-state employment law; experience with HRIS platforms (e.g., Rippling, Workday, ADP) and comfort with People data
- Demonstrated success managing benefits programs and vendor relationships
- Strong track record as a credible, trusted business partner to leaders
- Bachelor's degree in Human Resources, Business, or related field; SHRM-CP/SCP or PHR/SPHR preferred
Employee Benefits
Our competitive benefits packages are designed to support our employees' well-being, both at work and at home. Our US based employees enjoy:
- Competitive compensation with equity and 401k
- Comprehensive healthcare with dental and vision coverage
- Flexible paid time off and paid holiday time off
- 12 weeks of new parent or family leave
- Personal and professional development resources
For more details on our US benefits, or for information on our international benefits, please see here.
Pay Transparancy
Please note that the base pay range is a guideline and for candidates who receive an offer, the base pay will vary based on factors such as work location, as well as the knowledge, skills and experience of the candidate. In addition to a competitive base salary, this position is eligible for equity awards and may be eligible for sales commission or incentive compensation based on the role or function within the company.
At Obsidian, we are proud to be an equal-opportunity employer. We value diversity and hire for talent, passion, and compassion. In compliance with federal law, all persons hired will be required to submit satisfactory proof of identity and legal authorization. If you have a need that requires accommodation, please contact [email protected]
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