Director, People Operations

3i is a rapidly growing, invitation-only community of family offices and private investors sharing deals, insights, and contacts. With a focus on alternative and off-market deal flow, shared benefits, and investor services, 3i serves as a kitchen table around which highly engaged high net worth individuals can discuss and debate compelling, unexpected opportunities in emerging sectors.

850+ members across nine cities and 27 countries. $1.6B deployed through the network. Grown entirely through member referrals since 2021.

3i is hiring its first dedicated People leader. Reporting to the COO, you will build and own the people function end to end: people operations, compliance, compensation, performance and leveling, policies and the employee handbook, and IT. The function has been run alongside finance and operations until now; your job is to design the system that replaces that, run it, and be the day-to-day partner to managers and leadership on every people matter.

Leadership sets headcount plans, compensation budgets, and org design. You own everything that turns those into a consistent, compliant, well-documented people operation across every jurisdiction where 3i has employees, and you bring the recommendations on comp, leveling, and policy that leadership decides on.

This is a builder's role: a team of one to start, with budget authority over vendors, tools, and outside counsel, and a direct line to the founders.

Policy, compliance, and the handbook

• Write and maintain the employee handbook, core HR policies, and standard operating procedures, with jurisdiction-specific addenda for Canada, GB, and Israel

• Own multi-jurisdiction employment compliance: state registrations, required notices and trainings, filings, recordkeeping, worker classification (employees, contractors, offshore team), and the annual compliance calendar

• Manage outside employment counsel, the PEO, and the benefits broker, including scope and spend

Compensation, leveling, and bands

• Build and own 3i's leveling framework and salary bands; benchmark against market data and keep them current

• Run the annual compensation cycle and the promotion and comp-change process, including approval workflows and documentation

• Own pay transparency compliance in postings and offers; coordinate equity administration with Finance

• Partner with Finance on the annual benefits renewal and contribution strategy

Performance and employee relations

• Redesign and run the performance review cycle: timelines, templates, calibration, manager and peer feedback, and its link to the comp cycle

• Coach managers on feedback, performance conversations, corrective action, and performance improvement plans; build 3i's manager training

• Manage involuntary terminations with leadership and counsel; conduct or coordinate workplace investigations and upscale appropriately

People operations: the employee lifecycle

• Own the recruiting process: postings, structured interviews, candidate experience, offers, and the recruiting-to-onboarding handoff. Depending on the role, we recruit in house or partner with a specialist recruiter; you decide which, manage the agency relationships, and run the process either way (recruiting is a full-time job on its own, and this role is not a full-cycle recruiter)

• Run onboarding end to end: paperwork, I-9 and background checks, systems and equipment, 30/60/90-day check-ins

• Administer benefits through our PEO (Justworks): open enrollment, plan changes, carrier and broker coordination, employee questions

• Manage leaves of absence across the US, Canada, [GB, and Israel]

• Partner with Finance on payroll inputs so every cycle is accurate and on time

• Own offboarding: separation documentation, final pay,…