Senior Director, People Operations - Pindrop

Who We Are

Pindrop is a cybersecurity company delivering continuous identity verification across voice, video, and digital interactions. Powered by the Pindrop Intelligence Network, our unified trust platform helps enterprises answer three critical questions:

• Is this identity synthetic? Detect AI-generated and manipulated voice and video.
• Is this identity risky? Identify fraud, suspicious behavior, and other risk signals.
• Is this identity known? Authenticate identities using voice, device, behavioral, and other signals.

Pindrop brings this intelligence together across purpose-built trust engines to help organizations make informed decisions in real time—protecting customers, workforce interactions, and emerging AI-driven interactions. Pindrop protects billions of high-risk interactions for enterprises, including leading financial institutions, insurers, and healthcare organizations. Its technology is informed by more than 8 billion real-world interactions annually and protected by 300+ patents. Recognized by TIME as one of the 10 Most Influential Software Companies of 2026 and by Inc. for Best in Business for Innovation, Pindrop is backed by leading investors including Andreessen Horowitz, IVP, and CapitalG.

The Opportunity

This is a builder role at a company running at full speed. Pindrop has the people, the product, and the market momentum. What we need now is an operational backbone that matches that ambition—an HR Operations function that actively enables the business to scale with precision, compliance, and speed.

The Senior Director, People Operations will own the full scope of people operations infrastructure: our HRIS, payroll, domestic and international benefits, immigration, compliance, audits, and standard operating procedures. This person will serve as the operational engine of the People team, partnering closely with Finance, Legal, IT, and the broader organization.

What You'll Do

Standard Operating Procedures & Process Infrastructure

• Lead the team designing, documenting, and maintaining comprehensive SOPs for all HR Operations processes, from onboarding/offboarding to payroll, benefits enrollment, and immigration.
• Build a process infrastructure that scales with headcount growth and withstands external audits.
• Identify workflow inefficiencies and lead continuous improvement initiatives to reduce manual overhead and eliminate risk.
• Automate processes where possible and manage the intersection between HR technology and workflows.

Cross-Functional Partnership

• Partner with Finance to ensure payroll data, headcount reporting, and benefits costs are accurate, timely, and aligned with financial planning.
• Collaborate with Legal on employment matters, immigration filings, and regulatory risk mitigation.
• Work alongside IT and Security on system access, data governance, and HR security posture.
• Align with the HRBP team to ensure operational processes enhance the employee experience.
• Act as the subject matter expert for customer and investor HR due diligence requests.

HRIS Ownership — UKG Ready

• Lead the ongoing optimization of UKG Ready, including module configuration, workflow builds, system integrations, and self-service features.
• Act as the internal SME and escalation point for all UKG-related questions and enhancements.
• Maintain integrations between UKG and downstream tools (payroll, benefits carriers, finance platforms).
• Own data integrity through audits, quality controls, and reporting accuracy.
• Deliver manager and employee training on self-service functionality.
• Partner with AI leaders to implement AI-enabled self-service agents and automations.
• Develop reporting dashboards providing real-time people analytics to leadership.

Payroll & Total Rewards Execution

• Oversee the Payroll and Benefits Manager and manage domestic and international end-to-end payroll processing.
• Ensure single-source-of-truth compensation data integration across systems.
• Manage operational execution of annual merit cycles, bonus calculations, and market benchmarking.

Domestic & International Benefits

• Own benefits programs (medical, dental, vision, 401(k), life, disability, ancillary) from vendor selection to administration.
• Manage global benefits packages to maintain compliance and competitive positioning.
• Lead annual renewal processes, vendor negotiations, and cost modeling.
• Administer the 401(k) plan and manage annual audits.
• Build a transparent total rewards communication strategy.

Compliance, Audits & Immigration

• Oversee multi-state and federal employment compliance (EEO-1, VETS-4212, ACA reporting).
• Manage immigration programs (H-1B, L-1, green cards) in partnership with legal counsel.
• Lead customer compliance audits (SOC 2, ISO, or equivalent) and annual benefit audits.
• Deploy company-wide compliance training programs (harassment prevention, data privacy, security awareness).
• Direct strategy and SLA performance for background checks, pre-hire screening, and onboarding workflows.

Team Leadership

• Lead and mentor the HR Operations team, including an Operations Specialist, Sr. Manager, Payroll and Benefits Manager, and facilities personnel.
• Foster a culture balancing high accuracy with operational urgency.

Your Skill-Set

• 7+ years of progressive HR Operations experience, with at least 5 years in a senior leadership role at a scaling technology company.
• Deep, hands-on HRIS expertise; UKG Ready configuration and optimization experience strongly preferred.
• Proven ownership of payroll, multi-state compliance, and benefits administration (including global programs and 401(k) administration).
• Hands-on experience managing corporate immigration programs (H-1B, green cards).
• Track record managing external audits (401(k), SOC 2, ISO, federal/state filings).
• Demonstrated ability to establish robust, scalable SOPs and cross-functional partnerships with Finance, Legal, and IT.

Strongly Preferred

• Experience operating at a high-growth scale-up stage.
• Familiarity with AI-enabled HR tools and process automation.
• Experience designing employee-facing total rewards communications.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.