• The mission of this role is to mature & scale our people philosophy and execution, in partnership with our Founder/CEO and executive leadership team, to set up Loyal for success as we move towards commercial launch of our first longevity drug. • Building systems to scale and reinforce high performance and culture standards. • Hiring, leveling, performance management, compensation, equity, and feedback. Be the steward of Loyal’s culture in moments that matter most: rapid growth, conflict, failure, and change. • Be a thought partner to leadership. • Act as a people business partner to support team leaders in people management. • Create feedback loops that surface problems quickly and enable course correction at both individual and organizational levels. • Care deeply about the individual, without losing the organization: design policies and structures that both maximize Loyal’s probability of success and support our team individually. • Own the full Loyal team member lifecycle: from recruiting and onboarding to development, performance, and exits. • Operations: employment law, compliance, and risk handled well without over-bureaucracy.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Director of People is a core leadership role at Orchestry, reporting to the COO and Co-Founder. This role partners closely with leadership to translate the company’s vision into a people and talent strategy that enables long term growth, adaptability, and performance. - Partner with leadership on the long-term vision for the company and develop a people strategy that supports where Orchestry is going, not just where it is today. - Define and evolve a clear strategy for talent, leadership development, and culture as the company grows and changes. - Stay current on industry and talent trends, particularly in SaaS and remote work, and proactively bring insights, recommendations, and ideas to leadership. - Balance long term strategy with near term execution in a fast paced, high growth environment. - Design and own a talent acquisition strategy, including where and how Orchestry sources talent in a competitive market. - Partner with hiring managers to define role clarity, success criteria, and capability needs. - Actively participate in hiring, including conducting interviews. - Design and advise on compensation structures aligned with company stage, market realities, and retention goals. - Develop strategies to retain and engage talent in a remote environment, driving productivity and long-term commitment. - Provide leadership and advisory on building and evolving a culture that fosters innovation, pace, productivity, and agility. - Ensure culture scales intentionally in a fully remote organization. - Design and evolve performance and feedback frameworks that emphasize accountability, collaboration, and outcomes. - Coach and support leaders on people leadership, decision making, and managing through ambiguity. - Help develop leadership capability across the organization as teams grow. - Execute people initiatives personally in a lean, builder stage environment, wearing multiple hats as needed. - Oversee core HR operations including policies, compensation programs, benefits, payroll coordination, and compliance. - Research, interpret, and execute against employment standards across multiple jurisdictions as the company grows. - Continuously assess where effort will have the highest impact and adjust priorities as the business evolves. Qualifications - Eight or more years of progressive People or HR leadership experience, including senior level ownership. - Proven experience in high growth SaaS or technology environments. - Demonstrated ability to set strategy and execute, often at the same time. - A strong builder mindset with comfort operating lean, wearing multiple hats, and working through ambiguity. - Experience creating talent acquisition and retention strategies in competitive markets. - Proven success building culture, engagement, and productivity in fully remote teams. - Curiosity and discipline to stay current on talent, workforce, and industry trends. - Strong judgment, adaptability, and ability to think on your feet. - A low ego, highly collaborative leadership style focused on impact and contribution. - Deep understanding of North American employment practices, with multi jurisdiction experience preferred. Requirements - A clear people and talent strategy that supports Orchestry’s long term vision. - Demonstrated ability to both define strategy and execute it effectively in a fast moving and ambiguous environment. - Strong hiring outcomes with faster ramp up and better role fit. - Leaders who are confident and capable people managers in a remote and fast moving organization. - A culture that fosters innovation, pace, productivity, and agility as the company scales. - The People function is viewed across the organization as a trusted partner and a practical tool that helps teams achieve great things and enables Orchestry to grow and adapt. - Highly efficient teams that collaborate well and deliver consistently. Benefits - A chance to build and shape the people function at a pivotal growth stage. - Direct partnership with the COO and leadership team. - Fully remote environment built intentionally for trust and outcomes. - Competitive salary and stock options. - Extended health benefits package. - Real ownership, real impact, and an opportunity to help define the future of the company. - 130,000 - 150,000 annual salary. - 100% remote work setup with schedule flexibility. - Comprehensive Benefits package including additional mental health, HSA and more. - Professional development programs and home office allowance. - Regular team retreats and swag, opportunities to connect both in person and via remote events.

• Être l’interlocuteur·ice RH de référence des équipes : accompagner les collaborateurs et managers au quotidien avec une relation de proximité et un climat de confiance et les conseiller sur les dispositifs RH existants (formation, évolution professionnelle et salariale, parentalité, diversité, mobilité interne…) • Piloter les processus RH clés : campagnes d’entretiens annuels, politique salariale, revues de talents, formation, gestion des situations à risque (RPS…) • Produire et analyser des reportings RH pour alimenter la réflexion stratégique et proposer des actions concrètes • Conduire des projets RH à fort impact à l'échelle de votre périmètre et/ou du cabinet (national et international) : onboarding, communication RH, évolution de carrière, SIRH… • Contribuer à la fidélisation et au développement des talents.

• Partner directly with the Executive team and senior leadership to align people strategy with business priorities, ensuring that talent, structure, and culture enable growth and performance. • Serve as an executive advisor on all matters related to organizational design, leadership development, and workforce planning. • Bring forward data-driven insights on engagement, retention, and performance to guide executive decision-making. • Lead initiatives that enhance engagement, belonging, and overall organizational effectiveness across global teams. • Build scalable HR programs—including structure design, policy frameworks, and employee engagement initiatives—that foster consistency while honoring local cultures. • Maintain a close pulse on organizational health, surfacing timely recommendations that strengthen leadership effectiveness and employee well-being. • Oversee the global performance management process, ensuring clear goal alignment, feedback loops, and accountability. • Design and execute leadership development initiatives that build capability, confidence, and culture among people managers. • Coach senior leaders and managers to navigate complex people's challenges with empathy and effectiveness. • Serve as the senior point of contact for high-impact employee relations matters, ensuring balanced, transparent, and compliant resolutions. • Lead investigations and sensitive matters with professionalism, confidentiality, and cultural awareness. • Maintain a deep understanding of labor and employment laws across India, North America, and EMEA to guide risk management and policy development. • Lead the evolution of global HR policies and processes with an eye toward scalability, compliance, and operational excellence. • Partner with Legal, Finance, and Operations to ensure consistency across onboarding, compensation, transfers, and exits. • Leverage data and analytics to assess organizational trends and present actionable insights to the leadership team. • Advocate for the use of modern HR technologies—including AI-enabled tools—to improve the employee experience and operational efficiency.