HR Director

Obsidian Security is the leading SaaS security platform trusted by global enterprises like Snowflake T-Mobile and Algolia. We protect 200 organizations across North America Europe the Middle East Southeast Asia Australia and New Zealand including many of the worlds largest Fortune 1000 and Global 2000 companies.

Founded in 2017 and backed by top investors like Greylock Obsidian was built to close a critical gap: securing SaaS apps where business happensMicrosoft 365 Salesforce and hundreds more. The company does this by offering a complete SaaS security platform to reduce risk detect and respond to threats and prevent breaches at the source. Obsidian was built by leaders who redefined endpoint and identity security at CrowdStrike Okta Cylance and Carbon Black. Now theyre transforming how SaaS is secured.

With AI driving rapid SaaS growth and complexity agentic AI tools gain privileged access to sensitive data through integrations creating new risks most security tools miss. Obsidian uniquely detects anomalous OAuth token activity and manages integration risks. Major announcements are on the horizon. Recognizing that SaaS security needs to evolve Obsidian enables growing organizations to start with a lightweight prevention-focused browser extension and expand coverage over time.

With global momentum a growing partner ecosystem including SentinelOne Databricks and Google Cloud and a major fundraise ahead Obsidian is scaling rapidly toward long-term growth and IPO readiness.

The Director People is a player/coach leader who runs the People function at Obsidian Security operations benefits programs compliance and onboarding/offboarding while managing and developing the People Operations Manager and People Generalist. The Director also personally owns HR Business Partner (HRBP) responsibilities for a select client group advising that groups leaders on talent strategy employee relations and organizational effectiveness. Reporting to the VP/Head of People the Director balances team leadership with hands-on execution to keep the People function running smoothly.

Team Leadership

• Manage coach and develop the People Operations Manager and People Generalist setting priorities quality standards and growth plans for the team

People Operations & Systems

• Own day-to-day HRIS operations and the employee lifecycle (status changes promotions transfers terminations) ensuring accurate timely data
• Partner with Finance/Payroll on accurate timely payroll processing and reconciliation
• Build/track People metrics (headcount turnover time-to-fill engagement) and continuously improve processes and tools

Benefits Administration

• Own employee benefits programs plan design negotiations administration and annual open enrollment/renewal ensuring accuracy and compliance
• Benchmark offerings against market data and recommend enhancements that support attraction and retention

People Programs

• Lead core People programs performance management engagement surveys recognition and career/learning development
• Support compensation cycles (merit bonus equity refresh) and drive engagement initiatives that build a strong values-aligned culture

Compliance

• Ensure People policies recordkeeping and practices comply with employment law (FLSA FMLA ADA EEO leave laws); own the employee handbook
• Manage compliance filings and audits (EEO-1 ACA workers comp I-9) and advise leadership on regulatory changes

Onboarding & Offboarding

• Manage end-to-end onboarding and offboarding driving enhancements to elevate and scale the programs

People Business Partnership (Select Client Group)

• Own the HRBP relationship for an assigned client group as its primary People point of contact and trusted advisor
• Partner with the groups leaders on org design workforce planning and talent reviews
• Coach managers and employees through performance management employee relations and conflict resolution translating business priorities into tailored People strategy

• 8 years of progressive People experience including generalist/HRBP work and ownership of operations benefits and compliance
• 2 years directly managing and developing People team members
• Working knowledge of multi-state employment law; experience with HRIS platforms (e.g. Rippling Workday ADP) and comfort with People data
• Demonstrated success managing benefits programs and vendor relationships
• Strong track record as a credible trusted business partner to leaders
• Bachelors degree in Human Resources Business or related field; SHRM-CP/SCP or PHR/SPHR preferred