Senior Director, People Operations

About this role

Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.

We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.

We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.

If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.

About the Role:

Crusoe is building the infrastructure for the abundance of energy and intelligence, and we're growing at a pace that outstrips the systems most companies rely on to keep people supported. This role builds the operating layer that makes that growth possible.

As Senior Director, Global People & Talent Operations, you own the end-to-end employee lifecycle — every hire, transfer, promotion, and exit — across a global, multi-entity workforce, and you own the systems, processes, and data that make those transactions accurate, compliant, and fast. You'll set the vision for our people and talent technology architecture, partner closely with People Technology through our Workday go-live and beyond, and build the service delivery model rather than inherit one. You'll also lead the People Operations team, growing its bench strength and capabilities as the company scales.

This is a builder's role. The processes you design will replace the ones we've outgrown, and the standard you set for data integrity will determine what every report, program, and decision downstream can be built on. You'll bring an operator's instinct for when process creates leverage and when it creates drag, a bias toward automation and AI over manual repetition, and the judgment to make calls and move.

What You'll Be Working On:

- People & Talent Tech Stack: drive the initial vision and architecture for the holistic people and talent systems and technology landscape in collaboration with all people teams and key stakeholder groups including but not limited to: IT, compliance, finance, accounting, safety and legal. Design and lead process to continuously update the architecture and product roadmap to ensure integration of systems to address key data hygiene, reporting, compliance and user experience needs

- Service delivery: own the end-to-end day to day employee administration lifecycle, from execution of individual transactions (hires, transfers, promotions, terminations) to the operational governance that keeps them accurate and compliant across a global, multi-entity workforce

- Team leadership: lead and grow the People Operations team, building the bench strength and capabilities needed to support the company at scale

- Operational integrity: own data accuracy, audit readiness, and controls across the employee lifecycle, resolving discrepancies at the source so every downstream transaction, report, and system built on that data can be trusted

- Process engineering: own end-to-end process design, SOPs, and RACI documentation for how work actually flows through People Operations, building and rebuilding processes as needed rather than just maintaining what exists

- Workday partnership: serve as the primary People Operations counterpart to the People Technology team through go-live and beyond, translating operational needs into system design decisions and owning the service model that Workday enables

- AI and automation: identify and drive opportunities to apply AI, agentic workflows, and automation across People Operations, partnering with People Analytics and People Technology to turn manual, repeatable work into scaled, intelligent systems

- Cross-functional partnership: act as the connective tissue across Total Rewards, Employee Success, HRBPs, Talent, Legal, Payroll, and Finance, translating their requirements into operational process built around the employee experience, and serving as the operational voice employees experience directly

- Enablement: own the training, knowledge base, resources, and self-service infrastructure that let employees and managers resolve their own needs; and own the training and onboarding that gets the People Operations team itself ramped and effective

- Performance metrics and KPIs: define and own the KPIs that tell us whether People Operations is actually working (case resolution time, transaction accuracy, service delivery against SLAs, employee/manager satisfaction) and use them to drive continuous improvement

What You'll Bring to the Team:

- 10+ years in People Operations or HR Shared Services, including 7+ years leading teams undergoing accelerated scaling and change

- Experience with proven results in designing, implementing and iterating HR/People workflows and processes, policies and systems to support increasingly large and distributed employee and contractor populations; ideally, organizations sub 2000 employees up to 25,000 people in size

- Demonstrated experience architecting and managing x-functional processes to manage continuous change required of policy, process, systems given evolving needs the company operating model and workforce

- Demonstrated experience partnering with cross functional stakeholders to positively implement change to workflows, processe

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