Director of People Ops

Job Description

Job Description

Salary:

Why This Role Exists

Allocortech lacks the formal HR infrastructureleveling frameworks, pay bands, training records, and compliance documentationrequired both for AS9100 Clause 7.2 (Competence) and for scaling beyond founder-driven people decisions. Every hiring, leveling, and policy question currently routes to the founders, creating a bottleneck that slows growth and introduces compliance risk.

Role Summary

The Director of People Ops builds and operationalizes the people infrastructure that allows Allocortech to scale. Working part-time on a 1099 basis, you will implement the Team Operating System (TOS), manage structured interview loops for the current hiring tranche, ensure auditable training records for all flight-hardware personnel, and establish the pay bands and leveling framework that bring internal equity and external competitiveness to our compensation structure.

Core Responsibilities

• Implement and iterate the Allocortech Team Operating System (TOS) v1.0, including competency definitions, leveling criteria, and performance calibration processes.
• Design and manage structured interview loops for all roles in the current hiring tranche, including scorecard creation, interviewer calibration, and debrief facilitation.
• Establish pay bands and leveling for all current and planned roles, benchmarked against relevant aerospace/defense and hardware engineering markets.
• Create and maintain auditable training records for all personnel who touch flight hardware, satisfying AS9100 Clause 7.2 requirements.
• Draft and implement core people policies (offer letters, onboarding checklists, PIP frameworks, separation procedures) suitable for a 2050 person hardware company.
• Advise founders on organizational design, team structure, and role scoping to minimize coordination overhead as the company scales.
• Ensure compliance with federal and Virginia state employment law, including I-9, EEO, and OSHA posting requirements.

Required Qualifications

• 10+ years of progressive HR/People Operations experience, including at least 3 years at the Director level or equivalent.
• Demonstrated experience building HR infrastructure from scratch in a startup or high-growth environment (sub-100 employees).
• Deep knowledge of competency frameworks, leveling systems, and structured interviewing methodologies.
• Working familiarity with AS9100, ISO 9001, or similar QMS requirements related to personnel competence and training records.
• Strong written communication skills; ability to author policies, frameworks, and organizational narratives that align teams without overhead.

Preferred Qualifications

• SHRM-SCP or SPHR certification.
• Experience in aerospace, defense, or regulated hardware manufacturing environments.
• Prior experience implementing or iterating a company-wide operating system (EOS, OKRs, or similar).
• Comfort operating as a fractional executive embedded in a technical founder-led culture.