Director, Global People Operations

Director, Global People Operations

About the role

CoreWeave is growing fast, and the people building this company are what make that growth possible. Global People Operations is the engine that makes that growth sustainable, compliant, and frictionless for employees, managers, and leaders worldwide.

We are hiring a Director, Global People Operations, to own and scale the global operating backbone for the employee lifecycle. This role reports directly to the VP, People, and is a key member of the People and Culture leadership team. This is a builder and operator role for someone who can bring clarity, pace, and rigor in a fast-moving environment where priorities evolve, and decisions get made with imperfect information.

This is not a caretaker role. This leader will strengthen foundations, modernize how work gets done, and build a team and operating model that scales. They will combine operational excellence with a strong point of view on systems, automation, data integrity, and employee experience. They will also lean into modern technology, including AI, to improve speed to resolution and reduce manual work across the employee lifecycle.

Scope and Ownership

Global People Operations owns the global employee lifecycle operating model and execution. This includes the onboarding experience, delivered by a dedicated end-to-end onboarding team that sits with this leader. This includes Workday as our HRIS and system of record, workflow automation and process improvement, contingent workforce management, and global process and compliance foundations.

What you will own and deliver

• Own the global People Operations strategy and execution, translating hypergrowth business needs into centralized, compliant, automated workflows that scale.
• Build and lead the Global People Operations function, including defining the team structure, setting clear ownership and interfaces, and hiring and developing talent.
• Own Workday end-to-end, including data integrity, process design, governance, roadmap, and adoption, with a focus on manager and employee experience.
• Run the global employee lifecycle operating engine, including core transactions, case management, and service delivery that is fast, accurate, and consistent.
• Own and evolve the global onboarding experience, including scalable onboarding operations that drive speed to productivity and a great day one to day ninety experience.
• Build durable compliance foundations, including SOX-related People processes and controls that are reliable, auditable, and operationally practical.
• Drive workflow automation and process improvements to reduce manual work, increase speed, and improve quality and consistency.
• Own global policy and process design in partnership with key stakeholders, ensuring clarity, repeatability, and sensible decision rights.
• Own contingent workforce management operations and associated workflows, controls, and reporting.
• Leverage modern tools, including AI, to improve employee experiences, speed to resolution, and knowledge capture, without compromising privacy and compliance.
• Operate with a clear monthly cadence for portfolio review, prioritization, capacity planning, and dynamic reprioritization aligned to the People operating model.

How you lead

• Stay personally connected to the work while building a function that can scale.
• Create clarity and momentum in environments that are still evolving.
• Set clear ownership and decision rights and deliver with consistency.
• Move quickly, learn fast, and adapt as the business changes.
• Design simple, durable systems that grow with the company.
• Bring a clear point of view while remaining collaborative and flexible.
• Hold a high bar for quality, compliance, and experience without slowing the business down.

First 90 days

• Align with the VP, People, on priorities, operating principles, success criteria, and non-negotiables for Global People Operations.
• Assess the current state of global People Operations, including onboarding, Workday, data integrity, SOX controls, and workflow automation.
• Define a focused 6–12 month roadmap that balances foundational fixes, automation wins, and scale readiness.
• Establish a clear operating cadence for intake, prioritization, capacity planning, and monthly portfolio review.
• Deliver at least one visible, high-impact improvement that reduces friction and increases speed for employees and managers.
• Define the target team structure and begin hiring for critical roles to support near-term delivery, including the onboarding team’s scaling needs.
• Stabilize and clarify ownership boundaries across People Business Partners, People Operations, Talent, and Total Rewards.
• Establish an initial AI-forward approach, including one or two practical pilots that improve speed to resolution or self-service while protecting compliance.

What success looks like in 12 months

• People Operations is recognized as a high-performing global engine that enables speed and scale across CoreWeave.
• Onboarding is a measurable differentiator that improves speed to productivity and employee confidence early in tenure.
• SOX-related People processes and controls are reliable, auditable, and operationally practical.
• Workday is optimized, trusted, and easier for managers and employees to use, with improved data integrity and adoption.
• Core employee lifecycle workflows are centralized, clear, and automated where it matters, reducing manual work and cycle times.
• Service delivery is faster, more consistent, and more transparent, with improved speed to resolution and fewer escalations.
• AI-enabled support and automation improves employee experience and operational throughput in targeted, high-value areas.
• The team operates with clear ownership, strong delivery, and the ability to reprioritize as business needs shift.
• The transition of leaves of absence and benefits administration to Total Rewards is completed cleanly with stable operations and clear handoffs.

Who will thrive in this role

• You are energized by building and improving operating systems at scale in a fast-moving, global environment.
• You are comfortable making decisions with imperfect information and moving quickly.
• You have built and scaled People Operations capabilities before and you know what breaks at scale.
• You care about employee and manager experience, but you anchor it in operational rigor and clear accountability.
• You are digitally native and modern in how you think about systems, automation, and the future of work.
• You are excited to build and lead a team while staying personally close to the work.

What we’re looking for

• Proven experience building and scaling global People Operations in a high-growth or rapidly evolving company.
• Demonstrated ownership of HRIS strategy and operations, including Workday governance, process design, and data integrity.
• Strong operating judgment across compliance, controls, and scalable workflow design, including SOX-relevant environments or similar control maturity.
• A track record of driving automation and process improvements that reduced manual work and improved speed and quality.
• Experience designing service delivery models, intake processes, and operating cadences that scale.
• Comfort partnering with People Business Partners, Talent, and future Total Rewards while maintaining clear ownership boundaries.
• Curiosity and fluency with modern approaches, including thoughtful use of AI to improve employee experience and operational throughput.
• Experience typically built over multiple stages of growth.

Why this role matters

Global People Operations is a force multiplier for everything else the People organization is trying to accomplish. This role will directly impact our ability to onboard talent quickly, expand globally with confidence, meet compliance requirements without slowing down, and create an employee experience that works at scale. For the right leader, this is a career-defining opportunity to build the operating engine behind one of the fastest-growing companies in the industry.

The base salary range for this role is $165,000 to $242,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).