About The Role We are looking for senior leaders in HR roles who have experience within technology companies or tech-adjacent environments, value learning, growth, and community and who are passionate about developing and coaching people in their field. We are especially looking for leaders experienced in high-growth companies and start-ups. As a Mento coach, you will form 1:1 partnerships with our members to help them identify & track clear goals, become a better leader, communicate more effectively, problem-solve issues at work, and help them feel happy, fulfilled, and engaged at work and beyond. All Mento coaches, regardless of coaching experience, are required to participate in our ICF-certified coach training program to learn Mento’s coaching methodology prior to working with our members. Our coach training is an immersive, transformational training designed to help you grow as a coach, master the Mento Coaching Methodology, and gain access to proprietary tools that set our coaches apart. This program is ICF-certified, and participants who successfully graduate will earn Continuing Coach Education Units. If you’re ready to elevate your coaching skills, deepen your impact, and become part of a groundbreaking coaching team, we encourage you to apply and take the next step in your journey! Your routine responsibilities will include: - Providing 1:1 coaching to Mento members through virtual sessions using the Mento Platform and Tools - Participating in ongoing training sessions to improve coaching abilities and skills - Communicating with members via your Mento email or via chat in the Mento App in between sessions - Being an integral member of the Mento coaching community by sharing coaching tools and insights — helping enhance our coaching practices and fulfill our mission of empowering people to thrive in jobs that they love - Acting with kindness, respect, and empathy as an ambassador of the Mento community Who are you? You are… - A VP+ or C-suite human resources leader with 20+ years experience managing HR teams and coaching individuals (coaching certification is a plus but not required). - Someone who wants to turn their people leadership skills into meaningful coaching skills. - Passionate about helping people advance in the workplace to build fulfilling careers and lives. - A person who is self aware, who has a high emotional IQ, and who cares about creating a safe space for others to risk being vulnerable. - Excited about growing your coaching skills, and you bring a growth-mindset to the experience, regardless of how long you have been a coach. - Comfortable working in a constantly-changing startup environment. - Able to dedicate a minimum of 12+ hours per month to coaching at Mento for the next 24+ months. At Mento, we invite new coaches to join us on a rolling basis. The time frame on which we add new coaches is based on the particular needs of our clients and their teams. While we may not need to add an Executive HR Coach today, we would still be very excited for you to get in touch with us now if this opportunity resonates with you. Other details - This is a contract position in which coaches are paid per hour. On top of a flat hourly rate, we offer select bonuses that incentivizes engagement with our membership and community growth on our platform - You must have the capacity to give a minimum of three to five hours per week towards Mento regardless of other commitments and how they may change. - You are able to work with Mento for a minimum of 24 months in order to build meaningful relationships with our members. - This is a fully remote position. Candidates must be based in North America or Europe. - Because this is a part-time growth opportunity, we are looking to hire experienced senior leaders who want to expand their coaching skills. Our Hiring Philosophy: All new Mento coaches are required to participate and graduate from our ICF certified coach training program: Mento Coaching 101. This training is rigorous, and our goal is that all participants are able to be matched with members soon after they complete it. We want to make sure that we are both setting our coaches up for success and respecting everyone’s time. Therefore, we hire based on incoming member demand. While we are constantly looking and interviewing for the best coaches to join our team, we will only send offers to candidates for whom we have an immediate need. Candidates who receive a YES from Mento after the interview process will either be sent an offer to join the next monthly Coaching 101 training or be added to our coach shortlist to join us when the demand is there. Inclusion Statement: We are proud to foster a workplace free from discrimination. Research shows that candidates from unrepresented backgrounds may not apply to jobs unless they meet 100% of the job requirements. We strongly believe that diversity of experience, perspectives, and background will lead to a better environment for our employees and a better product for our users. We encourage you to apply even if you do not meet all the requirements.

About the Job: LaunchDarkly is seeking a strategic, highly operational Senior Director, People Operations to lead and scale the systems, tools, analytics, and programs that enable our global People organization to meet the business critical needs of the Company. This leader partners closely with Company leaders, the People Leadership team and cross-functional stakeholders to translate business priorities into scalable People Operations solutions. In this role you will lead a high-performing team responsible for HRIS and people technology, analytics and reporting, onboarding and lifecycle operations, and programs and processes that deliver exceptional outcomes throughout the employee journey. Responsibilities: - Own the People Operations strategy and operating model across systems, programs, analytics, and service delivery for a fast-growing distributed, global workforce. Familiarity with current AI service offerings in the HR/TA space and ability to lead assessment, implementation and optimization of AI tooling across People organization solutions. - Lead and develop a high-performing People Operations team with clear rhythms, prioritization, governance, and scalable support practices. - Own the People technology ecosystem, including HRIS and integrated tools (e.g., payroll, benefits administration, onboarding, performance, and TA systems integrations). - Lead HRIS implementations and optimizations (migrations, module rollouts, integrations, vendor selection) from strategy through execution, change management, and adoption. - Drive People program and cross-functional initiatives with strong program/project management discipline, building roadmaps and execution plans that balance near-term needs with long-term scalability. - Build and deliver People analytics and reporting (dashboards, metrics, executive-ready insights) across the employee lifecycle; establish data definitions and governance for accuracy and consistency. - Own and continuously improve onboarding operations and core employee lifecycle processes (changes, transfers, offboarding, compliance workflows) in partnership with TA, IT, Legal, Finance and business leaders. - Partner with Talent Acquisition Operations on ATS/tooling, workflow optimization, compliance, and seamless handoffs from recruiting through onboarding. - Partner with Total Rewards to help operationalize and scale benefits and compensation practices, including organization readiness for annual compensation reviews and benefits cycles. - Manage key People Operations vendors (contracts, renewals, performance, roadmap alignment) and ensure compliance, controls, and audit readiness in partnership with Legal, Finance, and IT/Security. Qualifications: - 15 years of experience in People Operations/HR Operations/TA or HR, including 7 years in senior operations leadership (Senior Manager/Director or above), ideally in high-growth tech environments. - Proven HRIS expertise with successful end-to-end implementations, optimizations, and integrations (e.g., Workday, Rippling, UKG, BambooHR, ADP, etc.). Must have experience across the whole stack of HR systems and technology including traditional HRIS functions and Talent Acquisition systems. - Strong program/project management skills with a track record of delivering complex, cross-functional initiatives from strategy through execution on a global basis for rapidly-growing technology companies. - Demonstrated strength in analytics and reporting—building dashboards, defining metrics, and translating data into decisions and recommendations. - Working knowledge of Talent Acquisition Operations and recruiting systems/processes (e.g., Greenhouse, Lever), including recruiting analytics. - Experience scaling onboarding and employee lifecycle operations, including documentation, enablement, and stakeholder management. - Knowledge of Benefits and Compensation operations and associated cycles, controls, and vendor coordination. - Excellent cross-functional partnership and communication skills, with the ability to influence across People, Finance, Legal, IT/Security, and business leadership. - Proven people management experience, both direct line and matrixed, and the demonstrated ability to coach high-performing teams of subject matter experts. - Bachelor’s degree in HR, Business, or related field (or equivalent practical experience). - Experience supporting a globally distributed technology workforce and partnering across multiple regions and time zones. - Hands-on experience improving People service delivery models (ticketing/knowledge base/SLAs) and building scalable self-service. Please note: This role will require occasional travel as needed to LaunchDarkly’s Oakland HQ office for both Bay Area local and West Coast remote candidates. Pay: Target pay ranges based on Geographic Zones* for Level M5: - Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle - $214,000 - $295,000** - Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $193,000 - $265,000** - Zone 3: All other US locations - $182,000 - $251,000** - All Zones Inclusive of 20% Bonus Target LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location. *Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas. **Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary. About LaunchDarkly: Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations. The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by: - Improving the velocity and stability of software releases, without the fear of end customer outages - Delivering targeted experiences by easily personalizing features to customer cohorts - Maximizing the business impact of every feature through the ability to experiment and optimize - Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types - Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability At LaunchDarkly, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at hr@launchdarkly.com. Do you need a disability accommodation? Fill out this accommodations request form and someone from our People Operations team will contact you for assistance.

• Design and maintain performance management processes (goal setting, reviews, feedback cycles). • Ensure performance expectations are clear, measurable, and aligned with company goals. • Support calibration and consistency across teams. • Enable managers to deliver effective feedback and performance conversations. • Support performance improvement plans and development plans. • Track performance metrics, outcomes, and trends across teams. • Identify performance risks, gaps, or high-potential talent. • Partner with HR, Ops, and Leadership on talent decisions. • Gather feedback on performance processes and iterate.

• Structure and execute end-to-end HR organizational integration projects in acquisition and inorganic growth processes, ensuring alignment among people, processes, culture and business. • Map, document and analyze HR processes of the organization and acquired companies, connecting as-is and to-be models to define an integrated model (status quo) that ensures standardization, operational feasibility and cultural fit. • Design, structure and execute HR integration roadmaps for each acquisition, defining milestones, dependencies, responsibilities, risks and priorities, with a focus on delivery excellence, meeting deadlines and consistency across projects. • Serve as the HR focal point in the M&A funnel, maintaining continuous connection with the M&A team and the business from early stages, anticipating impacts, integration needs and critical people and organizational decisions. • Lead and coordinate HR workstreams in integration processes, ensuring governance, tracking deliverables, risk management and alignment among specialist areas (Compensation, Payroll, Talent, Culture, Systems, among others). • Plan and execute the change management plan applied to acquisitions, ensuring clear communication, leadership engagement, adoption of new processes and mitigation of cultural and organizational risks. • Define, monitor and report organizational integration metrics, including roadmap progress, process standardization, execution risks and adoption levels by the teams involved. • Work analytically, structurally and collaboratively, balancing strategic vision, design capability and strong hands-on involvement in executing integration projects. • Demonstrate a digital mindset, curiosity about new technologies and interest in understanding how digital solutions and Artificial Intelligence can support processes, decisions, experiences and outcomes in HR integration and transformation contexts.