Manger, People, and Compliance

About The Role

Our client is a Dallas-headquartered managed IT, cloud, and security services company with a global team across the Americas and Asia. We operate a 24/7 Security Operations Center, deliver managed services to mid-market clients, and are bringing next-generation security products to market. We're a ~20-person team scaling intentionally, and we're building the operational foundation to support 3–5x growth over the next 24 months.

The Role

We're hiring a Manager, People & Compliance to own the people function end-to-end and run the people-side of our SOC 2 program. This is a builder role, not a maintainer role. You'll inherit basic processes and a small HRIS footprint, but you're expected to design and deliver real programs — onboarding, learning & development, security awareness, and compliance evidence — not just administer them.

This role sits in our Dallas office and supports a globally distributed workforce of employees and contractors across multiple countries and time zones. It also sits at the intersection of People Operations and Security & Compliance. If you've only ever done one side, this isn't the right role for you. If you've built training programs that auditors actually accepted, redesigned onboarding so new hires were productive in 30 days, and can hold your own in a SOC 2 audit walkthrough, keep reading.

How We Work

- We're a Dallas-headquartered company with a global team across the Americas and Asia. This role is in-office in Dallas, supporting employees and contractors in multiple countries and time zones.

- We operate lean by design. We scale through systems, automation, and AI — not headcount.

- We work alongside AI. Our team uses AI agents to draft, analyze, and automate operational work. You'll be expected to do the same.

- We're a security company at our core. Compliance, evidence, and rigor are permanent operating norms, not a phase.

- We move fast and write things down. Decisions get documented, processes get iterated, and we expect the same from everyone we hire.

What You'll Own

Onboarding & Employee Experience

- Redesign new-hire onboarding into role-based tracks (security operations, engineering, customer success, finance, sales)

- Build 30/60/90 frameworks with manager enablement so new hires ramp predictably across geographies

- Own the full employee lifecycle from offer through offboarding, including access provisioning coordination with IT

Learning & Development

- Build and run the company L&D roadmap — technical certifications, leadership development, role-specific skill paths

- Manage the learning management system and curate content libraries that work for a distributed team

- Track completion, measure impact, and report to leadership

Security Awareness & SOC 2 Compliance

- Own the security awareness training program end-to-end — phishing simulations, risk-based assignments, remediation, and reporting

- Own the people-controls portion of our SOC 2 program: training attestations, background checks, access reviews, policy acknowledgments, and offboarding evidence

- Serve as the people-side point of contact during SOC 2 audits, including walkthroughs and evidence requests

- Partner with our security and IT leads on overlapping controls

People Operations & Global Workforce Support

- Administer HRIS, recruiting pipeline, and benefits across multiple US entities

- Support international team members and contractors through our Employer of Record partner and direct contractor relationships

- Maintain employment compliance across the US states we operate in and stay current on the jurisdictions where our global team works

- Own employee relations escalations, performance management cycles, and compensation review processes

- Build and maintain compensation bands as the team grows across regions

Recruiting Operations

- Manage the recruiting pipeline and serve as the primary point of contact for candidates from offer through start date

- Partner with hiring managers on job descriptions, scorecards, and interview loops

- Run reference checks and background verification

Required

- 5 years in People Operations, HR, or a blended People/Compliance role at companies under 200 employees

- Demonstrated experience owning the people-side of a SOC 2 (or comparable framework: ISO 27001, HITRUST, FedRAMP) program through at least one full audit cycle

- Hands-on experience administering a security awareness training program, including phishing simulations and remediation workflows

- Proven track record building or substantially redesigning onboarding and L&D programs — not just running ones that already existed

- Working knowledge of US multi-state employment law and the discipline to keep current as we expand

- Experience supporting a distributed or globally distributed team, including coordination across time zones and international contractor or EOR relationships

- Strong written communication — you'll be drafting policies, training content, audit responses, and employee communications

Strongly Preferred

- Experience at a managed services, cybersecurity, or B2B SaaS company

- Familiarity with the operational rhythms of a 24/7 services business

- HRCI or SHRM certification

- Experience working directly with executive leadership and serving as the senior people voice in the room

- Comfort using AI tools as part of your daily workflow

What Makes You a Fit Here

- You operate like an owner. When something falls through the cracks, you don't wait to be asked — you flag it and fix it.

- You can move between strategic and tactical work in the same day without losing the thread on either.

- You're comfortable being the only person in your function. You will not have a team reporting to you on day one.

- You write things down. You document decisions, processes, and exceptions.

- You're direct. You'll tell the CEO when something is a bad idea and bring data to back it up.

What This Role Is Not

- This is not a recruiting-only role. Recruiting is part of it, but it's a fraction of the scope.

- This is not a strategic-only role. You will run programs, not just design them.

- This is not a quiet seat. You'll be in the middle of audits, hiring sprints, and operational change.

- This is not a remote role. You'll work from our Dallas office.