Director of People

Property Meld•Rapid City, SD

About The Position

Property Meld is a B2B SaaS company on a mission to transform property maintenance operations. We build the platform that helps property management companies coordinate repairs faster, keep residents happy, and stop losing money to operational chaos. We are growing with intention, and operating with the kind of focus that turns a 65-person team into a company that punches well above its weight. The bar here is high. The work is real. The pace is fast. Property Meld is all in on AI. Not to replace the people who make this company great, but to take them further. We believe the same incredible team, equipped with the right AI tools, delivers 2x the impact with more time for the connections, relationships, and human work that matters most. The Director of People will embody this inside the People function and model it for the rest of the org. You see the business through people. You know that the wrong hire costs more than a missed quota. You know that unclear expectations are a performance problem before they become a person problem. You refine and maintain the systems. You run the operations. You coach the leaders. And you influence the outcomes. This is not a support role. Not a coordinator role. Not a policy shop. It is an operator seat with a direct line to business performance.

Requirements

You have scaled People Ops inside a growth-stage company. You know what breaks between 30 and 100 people and you have fixed it before.
You operate in both strategy and execution without a handoff. You can build the framework and run the process on the same day.
Your hiring judgment is sharp. You have made the call that saved the team and the one that taught you something. Both matter here.
You can hold a hard conversation with a leader without losing the relationship. You know the difference between candor and confrontation.
High ownership. Low ego. Bias for action. You do not wait for direction. You identify the problem and move.
You measure what matters. You know which people metrics are noise and which predict business outcomes. And you act on the signal.
You do not just use AI, you think with it. You bring genuine curiosity to how AI tools can eliminate drag, surface better insights, and free your team for the work that only humans can do.

Responsibilities

Own key people metrics including retention, ramp time, and performance attainment.
Drive measurable outcomes in direct partnership with executive leadership.
Own the full lifecycle from description creation to position accepted across key roles.
Build scorecards and interview plans that predict performance, not just likeability.
Partner with hiring managers to elevate how they assess and select talent.
Own candidate experience from first touch through offer and acceptance.
Oversee onboarding and ensure new hires ramp fast and contribute faster.
Run review cycles, calibration, and follow-through that actually close the loop.
Track and report Outcome Attainment across teams with transparency.
Partner with leaders to address underperformance directly. No softening. No delays.
Refine the expectations infrastructure so everyone knows what good looks like.
Work with leaders in 1:1 settings to improve how they decide, communicate, and execute.
Hold leaders accountable to high standards on feedback, clarity, and follow-through.
Support role clarity, team structure, and workload balance across the org.
Run company communication rhythms, updates, announcements, and alignment moments.
Lead recognition programs, milestone moments, and cultural signals.
Ensure employees have clarity on expectations, direction, and change.
Refine and maintain compensation benchmarks and compa ratios.
Support offer creation and compensation decisions with data.
Ensure pay structure aligns to and drives performance.
Payroll, benefits administration, employee records. Accurate, compliant, no surprises.
Compliance across policies, documentation, and employment practices.
HR systems accuracy and usability. Employee relations handled directly.
Refine and improve systems across hiring, performance, and employee experience.
Create processes that are simple enough to follow and strong enough to hold at scale.
Support workforce planning and org design aligned to company growth stages.
Partner on headcount budgeting and compensation strategy with finance and leadership.
Ensure the company has the right roles, structure, and talent at every stage.