Director, Human Resources
Sensiba · HOLD, California ·
- Work mode
- Remote
- Category
- HR
- Experience
- 7+ years
Sensiba is seeking a business-minded Director of Human Resources to lead the Human Resources function within our integrated People Operations organization.
This role is responsible for leading the Firm's global HR strategy, compensation and total rewards, employee relations, workforce governance, organizational effectiveness, and HR operations, while partnering closely with the Director of Learning & Development and other People Operations leaders to deliver a unified employee experience.
The Director of Human Resources will serve as a trusted advisor to Firm leadership and help scale the organization through sustainable growth, operational excellence, competitive and equitable compensation practices, and strong people programs. This position will play a critical role in supporting Sensiba's domestic and international workforce, organizational change, workforce planning, mergers and acquisitions, and the continued evolution of the Firm's People Operations function.
The ideal candidate brings broad HR leadership experience with demonstrated expertise in compensation design and administration and significant experience leading HR across a global workforce, along with strong business acumen, operational rigor, and the ability to influence leaders across a growing professional services organization.
Human Resources Leadership
- Lead the day-to-day Human Resources function across the Firm, developing scalable people practices that support business growth and a strong employee experience.
- Serve as a senior advisor to Firm leadership on compensation, employee relations, organizational effectiveness, organizational design, and people-related risk.
- Translate business priorities into practical HR strategies, programs, policies, and workforce solutions.
- Support HR due diligence, workforce assessment, organizational design, and integration planning.
- Partner with leaders to build high-performing teams, strengthen leadership effectiveness, and navigate organizational change.
Compensation & Total Rewards
- Lead the design, administration, and ongoing evolution of the Firm's global compensation strategy and programs, ensuring market competitiveness, internal equity, financial sustainability, and alignment with business and talent objectives.
- Develop and maintain job architecture, career levels, salary structures, compensation bands, market-pricing methodologies, and compensation governance practices across functions and geographies.
- Lead compensation benchmarking and market analysis and translate market data into actionable recommendations for leadership.
- Oversee annual compensation processes, including merit increases, promotions, market adjustments, and incentive compensation.
- Advise leaders on compensation decisions, pay positioning, internal equity, retention considerations, and pay-for-performance practices.
- Partner with Finance and Firm leadership on compensation budgeting, modeling, workforce cost analysis, and forecasting.
- Ensure compensation practices comply with applicable pay equity, pay transparency, wage and hour, and other compensation-related requirements across jurisdictions.
Integrated People Operations Leadership
- Partner closely with the Director of Learning & Development and other People Operations leaders to align HR, Learning & Development, Talent Acquisition, HR Technology, Employee Engagement, and Workforce Planning.
- Establish clear ownership and effective collaboration across People Operations workstreams.
- Drive process integration, standardization, and continuous improvement across the employee lifecycle.
Global Human Resources
- Provide leadership and expertise regarding cross-border employment practices, international HR operations, employment models, and country-specific workforce considerations.
- Develop scalable global HR policies and governance frameworks that provide Firm-wide consistency while accommodating local legal, regulatory, and cultural requirements.
- Advise leadership on global workforce risks, international expansion, organizational structures, and employment considerations.
Required
- 12+ years of progressive Human Resources experience, including 7+ years leading HR teams or functions.
- Demonstrated experience partnering directly with senior executives and business leaders on strategic and complex people matters.
- Significant hands-on expertise in compensation strategy, design, and administration, including market pricing, benchmarking, salary structures, job architecture and leveling, annual compensation cycles, and pay equity.
- Demonstrated ability to design and administer compensation programs that balance market competitiveness, internal equity, performance, and financial considerations.
- Significant global HR leadership experience supporting employees across multiple countries or jurisdictions, including experience navigating international employment practices, regulatory requirements, and workforce governance.
- Demonstrated experience developing and implementing global HR policies, programs, and scalable workforce practices.
- Deep expertise in employee relations, organizational effectiveness, HR operations, and workforce governance.
- Experience leading or supporting organizational change, transformation, and workforce planning initiatives.
- Strong knowledge of U.S. employment law and demonstrated ability to navigate international employment requirements in partnership with appropriate local experts.
- Strong analytical and business acumen with the ability to use compensation and workforce data to inform executive decision-making.
- Demonstrated ability to translate business strategy into scalable people solutions.
Preferred
- Experience within professional services, consulting, accounting, or another knowledge-based organization.
- Experience supporting mergers, acquisitions, workforce integrations, or organizational restructuring.
- Experience implementing or optimizing HR technologies, compensation systems, and workforce analytics solutions.
- SHRM-SCP, SPHR, CCP, GRP, or comparable HR or compensation certification.
This role offers a competitive base salary along with a comprehensive benefits package. Salary ranges for U.S.-based positions are determined by geographic location and fall into one of three pay zones, which reflect the cost of labor in that area. The anticipated salary ranges for this position are outlined below and are subject to change:
- US 1: $189,900 - $232,100
- US 2: $172,800 - $211,200
- US 3: $155,700 - $190,300
When determining compensation, we consider a variety of factors such as a candidate’s professional experience, skills, and qualifications. Please note that final offer amounts may vary from the ranges listed above and may be adjusted over time.
There are many reasons to join the Sensiba team: generous benefits, competitive compensation, professional advancement opportunities, and above all — our people. If you're looking for an environment that offers you growth, success, and professionalism without compromising your family, passions, and life outside of work, apply today!
Sensiba has a robust offering of benefits, including:
- Comprehensive Health Coverage – Medical, dental, and vision.
- Retirement & Financial Planning Support – 401(k) with match, financial wellness programs.
- Generous Paid Time Off – Vacation, sick time, holidays, parental leave and volunteer days.
- Flexible Work Arrangements – Hybrid or remote options, flexible hours.
- Performance-Based Bonus – Recognition for your contributions through discretionary bonuses.
- Professional Development Opportunities – Tuition reimbursement, certifications, mentorship.
- Career Growth & Internal Mobility – Clear paths for advancement and role transitions.
- Inclusive & Supportive Culture – DEI initiatives, employee resource groups, wellness programs.