Position Summary

The Director of People Operations will lead Sparkfund’s HR function during a pivotal stage of company growth. You will drive execution, administration and implementation across the full employee lifecycle—recruiting, onboarding, performance, engagement, development, and offboarding—ensuring alignment with company goals.. You will support and advise leadership on organizational effectiveness, culture, and people development while executing at a high level to support day-to-day HR operations and compliance. This is a unique opportunity to build a high-impact HR practice in a growing organization.

This role requires a highly organized, detail-oriented individual who thrives in dynamic and fast paced environments,is passionate about problem-solving, process improvement, and advancing Sparkfund’s mission. This role will be instrumental in positioning Sparkfund as a market-leading innovator and provider of high-value, grid-enhancing distributed energy resources and value chain management services.

Location

Sparkfund is a remote-first company with a digital workplace built around emerging hub-offices; as a result this role is flexible on location. There will be required in-person meetings and travel up to 15% of the time, including meetings within the Minneapolis, Denver, Atlanta, Washington DC areas as well as meetings in other parts of the continental US to be determined. These meetings may include visits to utility customer offices and project sites as well as scheduled team and company gatherings to collaborate with other members of the team / company, learn the ins and outs of our business, and contribute to our company culture.

Key Responsibilities

People Operations Leadership

• Set and execute the People Operations strategy that supports Sparkfund’s company goals and culture, with a particular emphasis on scaling the DCP business line.
• Partner with leaders across the company—especially in DCP Deployment, Business Development, and Program Operations—to ensure the right structures, talent, and development paths are in place to meet growth demands.
• Serve as a process and compliance advisor to the executive team on talent planning, organizational design, employee experience, and culture.

Talent Acquisition & Onboarding

• Lead the full-cycle recruiting process using Greenhouse, ensuring role clarity, scorecard alignment, and a consistent candidate experience.
• Partner with hiring managers to scope roles, design interview processes, and support efficient hiring workflows.
• Develop and continuously improve onboarding experiences that accelerate employee readiness and reinforce culture, leveraging Google Drive as a documentation and resource hub.

Employee Experience & Development

• Manage and evolve Sparkfund’s performance review systems using Paycor, aligning reviews with role expectations, goals, and our competency framework.
• Champion employee learning and development, including manager training, leadership coaching, and tracking of career progression using Sparkfund’s role ladder and internal job architecture.
• Design and lead programs that reinforce cultural alignment and belonging in a remote-first environment.

HR Operations & Systems Management

• Serve as the primary system administrator for Paycor (HRIS, payroll, performance) and Greenhouse (ATS), ensuring accuracy, compliance, and user support across systems.
• Own Sparkfund’s HR data infrastructure—ensuring accurate documentation, reporting, and audit readiness.
• Maintain and organize HR documents and shared resources via Google Drive, ensuring accessibility, version control, and data confidentiality.
• Establish norms and practices for Slack as a key internal communication platform, supporting clarity, transparency, and welcoming team engagement.
• Partner with Finance on reporting, headcount planning, and compensation tracking using cross-functional tools and shared system data.

Compliance & Policy

• Ensure Sparkfund’s HR policies and employee handbook remain current and compliant with state and federal employment laws.
• Lead change-management and internal communication efforts related to policy updates, compensation changes, and company-wide initiatives.
• Execute and manage our traveling Non-Exempt crew in prevailing wage and other State required earning categories, ensuring reporting, processing and record keeping are managed with statute requirements in mind at all times.
  
  

Required Skills & Qualifications

• 5–8 years of progressive HR experience, with at least 2 years in a leadership or strategic HRBP role.
• Proven success supporting high-growth, mission-driven organizations (startup or entrepreneurial environment preferred).
• Experience designing and implementing HR programs across recruiting, onboarding, development, and employee relations.
• Strong communication skills with a consultative, empathetic, and relationship-first approach to solving business challenges.
• Ability to balance strategic thinking with execution—comfortable rolling up your sleeves and building systems from scratch.
• Understanding of HR data, systems, and metrics and how to use them to drive insights and decisions.
• Experience supporting teams in technical, project-based, or regulatory environments is a plus (e.g., energy, construction, utilities).
• Strong organizational skills with the ability to manage multiple priorities and meet deadlines.
• Exceptional written and verbal communication skills, including the ability to translate technical concepts for non-technical stakeholders.
• Proficiency in software tools such as Google Workspace, Slack, Salesforce, and project management platforms.
• Detail-oriented, adaptable, and skilled at making decisions with incomplete information.
• Collaborative mindset and ability to work effectively with cross-functional teams in a remote environment.

Benefits

For full-time positions:

• Competitive compensation and stock option plans - we believe in shared ownership
  • The anticipated salary range for this position is between $120,000-145,000 per year
• Comprehensive benefits package including medical, vision, and dental insurance as well as disability and life insurance
• Flexible vacation policy encouraging strong work life balance and paid time away; we also observe all federal holidays
• Alternating 4 day weeks, with every other Friday off
• 12 weeks of paid leave for parents welcoming a new child, with an additional 4 weeks of paid leave for mothers recovering from childbirth
• A one-time, work-from-home stipend to help cover any equipment, hardware, etc. you need to set up your remote office
• A monthly allowance of $100 to help cover phone and WiFi expenses