Is the Director, People role remote?

It's hybrid — Method expects some on-site time in New York, NY, United States.

What's the salary range?

Method lists $180,000–$215,000 for this role.

How much experience is required?

At least 8 years of relevant experience for this Director, People role.

Where is the role based?

Method is hiring for this position in New York, NY, United States.

What seniority level is this role?

Method targets director candidates for this position.

Is this full-time or contract?

Full-time for this Director, People role at Method.

Director, People at Method

Joblaze summary

The Director of People at Method will oversee the entire HR function, focusing on performance management, employee development, and culture as the company prepares for growth. This role requires a strong background in scaling HR programs within high-growth tech environments, with an emphasis on building trust and effective processes. Ideal candidates will have extensive experience in employee relations and a hands-on approach to developing people strategies. Method's lean, AI-native team structure presents a unique opportunity for someone who thrives in dynamic settings.

Joblaze insights

Listed today — first seen on Joblaze October 23, 2026. Last confirmed on Method's careers page October 23, 2026.
Salary band is in line with the typical range for Management roles (median ~$170,000).
Starts above 23% of 296 comparable director management roles in United States we track (median $200,000 across 124 companies).

Quick facts

Is the Director, People role remote?: It's hybrid — Method expects some on-site time in New York, NY, United States.
What's the salary range?: Method lists $180,000–$215,000 for this role.
How much experience is required?: At least 8 years of relevant experience for this Director, People role.
Where is the role based?: Method is hiring for this position in New York, NY, United States.
What seniority level is this role?: Method targets director candidates for this position.
Is this full-time or contract?: Full-time for this Director, People role at Method.

From the original posting

About the role / The impact

Method has grown to roughly 65 people on a deliberately lean, AI-native operating model, and we are preparing for our next stage of growth. We are hiring our first Director of People to help us build the people strategy that takes us there.

You will be responsible for building and managing all aspects of the HR function, including performance management, compensation and benefits, employee development, compliance, and culture. The ideal candidate has a builder mindset and will have extensive experience in scaling HR teams/programs in dynamic environments.

This is a hands-on role. Some systems are in place; what we need is someone to turn them into programs people trust and processes that scale with us. You will work alongside a strong Talent Acquisition team and a group of sharp generalists across Finance and Operations and oversee one talent and people generalist.

What you'll do

Design and lead all facets of the People function at Method
Coaching and Development
- Partner with leadership on org design and role clarity as teams grow.
- Coach managers and build leadership development grounded in Method's values.
- Serve as the trusted partner to founders and managers on employee relations and sensitive people matters, handled with discretion and in compliance.
Performance Management
- Refine and run Method's performance management cycle,
- Build a leveling framework and career ladders that work across functions and reflect how a lean, AI-native team actually operates.
Design Method’s total rewards strategy
- Own compensation philosophy, benchmarking, and comp and merit review cycles
- Lead benefits and leave policy design, bringing market context to every decision.
Analytics
- build dashboards, conduct analysis, and run reports using HRIS/AI to guide the above programs
Operations
- Oversee the onboarding process from offer signature onward, including global mobility and immigration
- Own HRIS optimization, benefits administration, and onboarding/offboarding.
Reinforce Method's values and culture as we grow.

Who you are

8+ years of progressive HR experience
At least 5 years of experience as the primary HR point-of-contact within a high-growth company, preferably in the tech industry
You have led or been an early member of the people function at a venture-backed startup, ideally through the Series B to C or D stretch.
You came up through people operations, moved into HR business partnership, or vice-versa.
You have real employee relations experience and the judgment that comes with it.
You are comfortable in a spreadsheet; you can build a compensation or leveling analysis yourself.
You have designed performance, compensation, and leveling programs from scratch and adapted them through headcount growth.
You build trust quickly and coach leaders with confidence.
You bring conviction, and you adjust quickly when something is not working.
You prefer building to administering, and you right-size process to the stage of the company.
You use AI tools to move faster and think better.

Extra Awesome

Experience as the first people hire at a company that scaled past 150.
Background in fintech, B2B SaaS, or another high-growth technical environment.
Experience running people programs on Rippling.
Experience designing equity refresh programs.
A creative streak for culture and employee engagement programming.

The annual US base salary range for this role is approximately $180,000 - $215,000 based on experience and location. We also offer an equity package and have a suite of excellent benefits.

Benefits available to full time employees

Medical, Dental, Vision; basic medical plans 100% covered
Flexible PTO
12 weeks parental leave
Commuter benefits; employer-sponsored
Phone/internet stipend
WFH stipend
Student loan repayment contribution
Lifestyle Spending stipend
Learning & Development stipend
Hybrid-office stocked with snacks
Quarterly team off-sites

Standard company text repeated across Method's postings is omitted here.