Director of People Experience

virtru; Washington (District of Columbia); On-site; USD 170,000 - 190,000; Full time

Job summary

Virtru is seeking a Director of People Experience to own the full employee lifecycle, from recruiting to development. The role leads HRBPs and recruiters, driving performance and engagement across a hybrid DC-based setup.

We expect extensive experience in cybersecurity or regulated-tech spaces, growth-oriented leadership, and the ability to scale people programs in a fast-moving environment. Hybrid work weeks at our DC headquarters are expected.

Qualifications

• Lead the people function for a high-growth, product-led company.
• Scale HR systems and processes across global expansion.
• Partner with executives on talent strategy and business outcomes.

Responsibilities

• Lead, develop, and scale a team of HRBPs and recruiters.
• Pilot and scale AI tooling across the people tech stack (ATS, interview intelligence, engagement analytics).
• Set the vision for HRBPs to partner with units and drive enterprise-wide outcomes.
• Coach leaders, build accountability frameworks, and advise on high-stakes people matters.
• Mentor career paths for HRBPs and align with company strategy.
• Drive performance management and feedback culture in line with Virtru values.

Skills

HR Leadership

People Analytics

Change Management

Strategic Partnership

Talent Development

Tools

ATS

Sourcing tools

Interview intelligence

Workforce analytics

Learning platforms

Job description

About Virtru:

While the rest of the security industry obsesses over locking data down to prevent it from being lost or stolen, we're doing something fundamentally different at Virtru. We're setting data free so that you can intentionally share it with others, but without sacrificing security, privacy, or control.

We've created both a suite of powerful data protection applications and an open platform that's sparking an ecosystem of innovation. Through the Trusted Data Format (TDF) open standard, we're not just protecting data; we're creating a new paradigm where security enables sharing rather than preventing it.

Think of us as the Android of data protection: a robust platform with an open core that developers and partners can build upon, coupled with our own best-in-class applications that showcase what's possible when you reimagine security from the ground up.

Backed by Iconiq Capital, Bessemer Venture Partners, Foundry Capital, and Tiger Global, we're helping Fortune 500 companies and government agencies discover that true data security means having the freedom to share, collaborate, and innovate - without compromise.

Team & Position Details:

As a Director of People Experience, you will be reporting to the CHRO in a senior people leadership role that sits at the intersection of strategy and execution. This leader will own the full employee lifecycle experience at Virtru, from how we recruit and onboard to how we grow, recognize, and develop our people. They will build and lead a team of HR Business Partners and recruiters while also owning enterprise-wide programs across performance management, engagement, org design, career pathing, recognition, and talent acquisition.

This is a role for a builder and operator. You have scaled people functions inside fast-moving, product-led companies and understand the unique demands of a high-growth environment, where speed, judgment, and systems thinking are equally critical. You bring deep experience in the cybersecurity or adjacent regulated-tech space, and you've navigated the complexities of private equity or venture-backed growth, international expansion, and rapid headcount scaling.

This role is hybrid in nature, spending a few days each week in our DC headquarters.

Compensation:

$ 170,000-$190,000/year

Responsibilities:

HRBP Team Leadership & Business Partnership

• Lead, develop, and scale a team of HR Business Partners aligned to Virtru's business units.
• Evaluate, pilot, and scale AI tooling across the people tech stack: ATS/sourcing agents, interview intelligence, engagement sentiment analysis, workforce analytics, learning platforms, and HR service delivery.
• Set the vision and operating model for how HRBPs partner with the business: embedding deeply in their units while delivering consistent, enterprise-wide people outcomes.
• Coach HRBPs to serve as trusted advisors to senior leaders, translating business strategy into people actions, anticipating workforce risks, and driving sound HR execution.
• Establish clear accountability frameworks for HRBPs across talent, employee relations, engagement, and change management.
• Partner with ELT members and senior leaders directly on complex, sensitive, or high-stakes people matters, serving as an escalation point and strategic advisor.
• Mentor and build career paths for HRBPs aligned to company need and strategy.

Performance Management & Feedback Culture

• Partner with the CHRO to develop Virtru's end-to-end performance management program, including review cycle design, calibration, manager coaching, and post-review communication.
• Build a feedback culture aligned to Virtru values and operating principles that is continuous, honest, and development-oriented.
• Use talent and performance data to identify trends, surface risks early, and drive proactive action. Design and implement scalable performance improvement frameworks that support both high performers and employees who need redirection.

Employee Engagement & Culture

• Lead Virtru's employee engagement strategy from survey design and cadence to action planning and leadership accountability.
• Translate engagement and sentiment data into targeted, actionable initiatives that measurably improve the employee experience.
• Partner with senior leaders to ensure culture and operating principles are reinforced through behaviors, decisions, and systems.
• Monitor employee health indicators (attrition, tenure, morale, eNPS) and develop and suggest proactive measures when patterns emerge.

Org Design & Organizational Effectiveness

• Lead organizational design work across Virtru, diagnosing structural inefficiencies, recommending changes, and supporting execution with discipline and communication rigor.
• Partner with HRBPs and ELT on workforce planning, headcount allocation, and span-of-control analysis, especially during periods of growth or reorganization.
• Support global expansion efforts by building people fram