• Lead high-impact performance cycles (mid-year + year-end), including thoughtful calibration • Empower managers to deliver clear feedback, navigate tough conversations, and grow their teams • Shape and evolve career frameworks (IC + Manager) and support smart, equitable compensation strategies globally • Serve as a trusted advisor to managers — balancing business needs with people-first thinking • Navigate employee relations with sound judgment, discretion, and fairness • Own the end-to-end employee lifecycle • Partner with external counsel to manage immigration and global work authorization processes • Keep compliant across the US, India, and EU as we scale

• Be a trusted advisor, providing support from people leaders to individual contributors across the technology organization. • Be a culture champion, and help infuse our company's values - Courage, Integrity, and Together - into everything we do, ensuring remote and distributed teams feel connected to the mission of disrupting a broken industry. • Coach and influence managers on how to build and manage an amazing team. • Provide business leaders with data, findings, and recommendations of their organizations’ "health" by assessing trends in performance, engagement, retention risk and burnout prevention. • Partner with business leaders by providing strategic guidance on talent management, workforce planning and organizational design. • Provide day-to-day employee performance management guidance to leaders (e.g., coaching, counseling, career development, disciplinary actions). • Collaborate with other People functions (Talent Acquisition, People Operations and Learning & Organizational Development) in the design and implementation of People programs to attract, retain, and promote a culture of high performance. • Facilitate the adoption and education of HR policies and practices within the company. • Build credibility and trust among employees; resolve employee concerns with compassion and follow-through. • Regularly handle critical, highly sensitive and confidential employee relations matters.

• Connect talent to organizational performance in a global, distributed context • Design and run the human systems to power GiveDirectly’s mission • Implement a performance system tied to development and consequences • Lead on sensitive personnel matters with discretion and fairness • Improve HRIS/workforce tools and standardize core processes • Strengthen culture and engagement in alignment with organizational values • Own people analytics to inform decisions and accountability • Keep the People team efficient and high-output

• Design and run the human systems that power our mission • Connect talent to organizational performance in a global, distributed context • Serve as both architect and hands-on operator across talent acquisition, org design, leadership development, performance, rewards, HR operations, and employee relations • Lead on sensitive personnel matters with discretion and fairness • Partner with the CEO/COO and executives on org design, succession, and leadership effectiveness • Improve HRIS/workforce tools; standardize core processes; ensure compliant, efficient operations across countries