Director of People

Join us to help make people management at TB excellent—so that everyone has clarity, growth, support, and systems that enable them to do great work with each other. You’d be a key part to letting TB eventually thrive without Peter’s direct involvement. You’d report to Peter and iteratively take over many aspects of people-management from him.

What’s in it for me, the candidate?

• A chance to do people-management extremely well. We have the need, desire, time and resources.
• A chance to innovate, both in terms of frameworks and approaches, as well as in tech and tools to make the many aspects of people-management easier.
• Exposure to a very broad range of business challenges and topics in investing.

Accountabilities

The following concepts will help us structure conversations about your performance:

• NPS and employee satisfaction survey scores
• Hiring success rates and cycle-times
• Candidate satisfaction scores
• Feedback quality and cadence
• ROI from people and facilities budgets
• Incident rate of unaddressed people-related issues
• New-hire onboarding satisfaction scores

Core Responsibilities

1. Hiring

• Sometimes act as hiring-manager directly, other times collaborate with others acting as hiring-managers: design and implement clear scorecards, sourcing plans, interview loops, and assessment strategies.
• Coordinate or directly manage sourcing and candidate pipeline processes, including offers and reference checks.

2. Feedback & Delegation Oversight

• Ensure each team is regularly practicing high-quality delegation and feedback loops.
• Provide systems, check-ins, or nudges to help managers and peers run these cycles effectively.
• Raise concerns when feedback systems aren’t functioning.

3. Individual Skill Development

• Facilitate skill-development conversations. Sometimes individually, sometimes in groups.
• Support documentation and tracking of growth plans.
• Directly help with general skills training where applicable.

4. Coaching & Support

• Act as a coach or sounding board for any TB team member.
• Help navigate interpersonal, communication, or performance challenges.

5. Escalation & Support Infrastructure

• Serve as a trusted escalation point for sensitive or complex people issues.
• Triage and route issues to appropriate internal/external resources when necessary.

6. Compensation Program Stewardship

• Lead iterative improvements to our frameworks for performance and compensation management.
• Manage annual comp reviews, data collection, and fairness audits.

7. People Systems & Platform Building

• Own the infrastructure that supports people management: tooling, documentation, process templates, and rituals.
• Design scalable systems for onboarding, performance feedback, HR admin, learning, recognition, and institutional knowledge.

8. Anything else!

We work very collaboratively. You’ll be encouraged to participate in any ways you see fit. Critique investment proposals, join teams analysing industries or specific companies, create content for our employer brand, help refine user stories for investment tooling, build internal workflow automations, etc.

When it comes to skills and knowledge, you’ll have a lot of time and support to learn on the job. That said, we’ll expect candidates to already have each of the following:

• 5+ years experience as decision-maker for hiring and compensation for several people
• Strong coaching and conflict resolution skills
• Reasonable abilities in distinguishing between activities and results and guiding teams to set results-based goals.

Refer to our employee handbook for details about how we approach performance and compensation management, learning and development, and benefits.

Privacy expectations

• We won’t contact references without your consent.
• Want your data deleted? Email [email protected].