Director, People Operations

About 3i
3i is a rapidly growing, invitation-only community of family offices and private investors sharing deals, insights, and contacts. With a focus on alternative and off-market deal flow, shared benefits, and investor services, 3i serves as a kitchen table around which highly engaged high net worth individuals can discuss and debate compelling, unexpected opportunities in emerging sectors.
850+ members across nine cities and 27 countries. $1.6B deployed through the network. Grown entirely through member referrals since 2021.
Director, People Operations – New York
3i is hiring its first dedicated People leader. Reporting to the COO, you will build and own the people function end to end: people operations, compliance, compensation, performance and leveling, policies and the employee handbook, and IT. The function has been run alongside finance and operations until now; your job is to design the system that replaces that, run it, and be the day-to-day partner to managers and leadership on every people matter.
Leadership sets headcount plans, compensation budgets, and org design. You own everything that turns those into a consistent, compliant, well-documented people operation across every jurisdiction where 3i has employees, and you bring the recommendations on comp, leveling, and policy that leadership decides on.
This is a builder's role: a team of one to start, with budget authority over vendors, tools, and outside counsel, and a direct line to the founders.
What You’ll Own
Policy, compliance, and the handbook
- Write and maintain the employee handbook, core HR policies, and standard operating procedures, with jurisdiction-specific addenda for Canada, GB, and Israel
- Own multi-jurisdiction employment compliance: state registrations, required notices and trainings, filings, recordkeeping, worker classification (employees, contractors, offshore team), and the annual compliance calendar
- Manage outside employment counsel, the PEO, and the benefits broker, including scope and spend
Compensation, leveling, and bands
- Build and own 3i's leveling framework and salary bands; benchmark against market data and keep them current
- Run the annual compensation cycle and the promotion and comp-change process, including approval workflows and documentation
- Own pay transparency compliance in postings and offers; coordinate equity administration with Finance
- Partner with Finance on the annual benefits renewal and contribution strategy
Performance and employee relations
- Redesign and run the performance review cycle: timelines, templates, calibration, manager and peer feedback, and its link to the comp cycle
- Coach managers on feedback, performance conversations, corrective action, and performance improvement plans; build 3i's manager training
- Manage involuntary terminations with leadership and counsel; conduct or coordinate workplace investigations and escalate appropriately
People operations: the employee lifecycle
- Own the recruiting process: postings, structured interviews, candidate experience, offers, and the recruiting-to-onboarding handoff. Depending on the role, we recruit in house or partner with a specialist recruiter; you decide which, manage the agency relationships, and run the process either way (recruiting is a full-time job on its own, and this role is not a full-cycle recruiter)
- Run onboarding end to end: paperwork, I-9 and background checks, systems and equipment, 30/60/90-day check-ins
- Administer benefits through our PEO (Justworks): open enrollment, plan changes, carrier and broker coordination, employee questions
- Manage leaves of absence across the US, Canada, [GB, and Israel]
- Partner with Finance on payroll inputs so every cycle is accurate and on time
- Own offboarding: separation documentation, final pay, benefits continuation, access removal, exit interviews
IT
- Own device procurement, setup, and lifecycle; MDM; and the equipment budget, working through our third-party managed service provider (MSP) for hands-on support
- Own identity and access: SSO, provisioning and deprovisioning, password management, and the access review cadence
- Manage the MSP relationship: scope, SLAs, tickets, and spend. Administer core SaaS and seat management, and partner with Product/Tech on security basics (phishing, policies)
Systems, data, and engagement
- Own the HRIS and employee records; keep people data clean and audit-ready
- Build and report people metrics: headcount, turnover, time-to-hire, review completion, comp-band placement
- Use automation and AI to remove manual work: self-serve policy answers, onboarding workflows, first-draft documents
- Run engagement surveys and turn results into recommendations; own internal comms for people programs
About You
- 7+ years in People Operations or HR, with at least 3 as the senior or sole People leader at a company that grew through 30-100 employees
- Comfortable with recruiting: you have run searches yourself or managed agencies through them, can scope a role with a hiring manager, and can step into the pipeline when needed
- You have built the function before: written the handbook, designed the bands, stood up the review cycle, and picked the systems, not just administered them
- Hands-on with a PEO (Justworks, Rippling, or similar) and HRIS administration; comfortable owning IT basics or willing to learn them fast
- Working knowledge of US multi-state employment law; experience with Canadian, UK, or Israeli employment a plus
- Direct experience with terminations, investigations, and sensitive employee relations, handled with discretion and judgment
- Strong writer: you can draft a policy, manager guide, or employee memo that ships without heavy editing
- Analytical and systems-minded; at home in spreadsheets, people data, and working closely with Finance
- You introduce structure without bureaucracy and manage up and across with founders, managers, and counsel
- Based in New York City; this role is in-office full time
3i is proud to be an equal-opportunity employer. We hire talented individuals, regardless of gender, race, ethnicity, ancestry, age, disability, sexual orientation, gender identity or expression, military or veteran status, cultural background, religious beliefs, or any other characteristic protected by federal, state, or local laws.

Employment type
FullTime

Work arrangement
No