Director of People Operations

About Integer Technologies Integer builds software-defined capabilities for defense and mission-critical environments. We've grown from ~51 to ~82 people in the past year, we operate across multiple sites, and our FY26 plan funds continued strategic hiring. Founded by scientists and engineers, we transform cutting-edge research into impactful technologies for national security customers - Putting Research into Action®. We're looking for a Director of People Operations who thinks and operates like a builder. This isn't a role for someone who wants to administer payroll and paperwork - Rippling and outside experts carry that transactional load. It's a role for someone who owns the judgment work: the talent bar, the hard calls, the performance systems, and the managers. You'll be measured on outcomes - better people over time, better managers, low regrettable attrition, and a culture that scales instead of eroding . Company Benefits · Integer fully covers medical, prescription, vision, and dental insurance costs for the employee and dependents . Meaning Integer standard plan pays 100% of health insurance premiums for your entire family from a well-known national insurer, saving its employee’s thousands of dollars annually. · Relocation assistance available. · Base salaries which exceed local & national industry averages. · Year-end performance-based bonuses. · 401(k) with company matching that vest immediately; no funny business. · Paid Vacation · Paid Sick Leave · Paid Holidays Company Perks · Startup culture with the stability of a large company. Integer’s business plan has years of time-phased contracted work, alleviating the would-be risk from a traditional small company. · Direct access to company leadership, prioritization of people over process, and a stellar team with a shared desire for personal and professional growth. · Friendly atmosphere where people enjoy not only their work and what they’re creating but enjoy helping each other as well. About the role Talent & Hiring • Own the talent bar: the organization gets consistently better people over time - attract, hire, onboard, and retain the right ones, and exit the wrong ones cleanly • Own the FY26+ hiring plan end to end, including sourcing strategy for technical and cleared talent, offer strategy, and the candidate experience • Run structured hiring across the company: written scorecards, consistent interview loops, and work-sample components for every role • Partner with hiring managers and leadership to define what great looks like for each seat, and raise that bar over time Manager Development • Ensure every people-manager at Integer becomes a better manager because this role exists • Build Integer's first manager framework as we scale toward 100+ - clear expectations, feedback loops, and coaching • Coach managers through their own hard conversations rather than doing them all for them Performance & Development • Build a real, scalable system for reviews, feedback, growth, and accountability - ladders, calibration, and manager enablement, not annual paperwork • Make accountability a normal part of how we operate, not a dreaded annual event Employee Relations & the Hard Calls • Own PIPs, terminations, employee-relations investigations, and comp conflict with judgment, spine, and appropriate escalation • Know instinctively what is routine versus what carries real exposure; bring in outside counsel early on high-risk matters and never freelance them Culture & Retention • Keep regrettable attrition low, watch it as a core metric, and act on the why behind it • Build culture deliberately as headcount grows from ~75 toward 100+ - you own the direction, with Site Hosts executing site-level programs • Serve as the single People interface for employees, with clear and trusted escalation paths People Operations & Systems • Own the outcomes - not the keystrokes - for transactional People work: payroll, benefits, compliance filings, and onboarding are delivered through Rippling and outside HR and legal experts, and you manage those relationships • Drive the Rippling automation buildout and reporting infrastructure; deliver a monthly People dashboard to leadership covering headcount vs. plan, time-to-fill, and attrition • Lead a deliberately lean People team: a People Ops Generalist and part-time Site Hosts Required Qualifications • 7+ years of progressive People/HR/talent experience • Direct personal experience running terminations, PIPs, and employee-relations investigations - with the calm, judgment, and self-awareness to match • Experience building (not just operating inside) a performance and development system that scaled with headcount • A systems-first operating style: you automate and delegate the routine on purpose so your time goes to judgment work, and problems get smaller over time on your watch • Fluency on a modern HRIS (Rippling strongly preferred) • Strong communicator - credible in the room with senior leaders and founders, able to challenge without being a pushover or a blocker, and reliable at closing loops without being chased • Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience Preferred Qualifications • Experience in defense, aerospace, or government contracting, including cleared-workforce hiring and the compliance landscape that comes with it • Multi-state and multi-site experience • Experience in PE-backed or high-growth environments where the People function is measured like any other operating function • Familiarity with EOS or a similar operating system - scorecards, rocks, and closed loops