Ancestry

Compensation

Full Description

About Ancestry: When you join Ancestry, you join a human-centered company where every person’s story is important. Ancestry®, the global leader in family history, connects everyone with their past so they can discover, preserve, and share their unique family stories. With our unparalleled collection of more than 65 billion records, over 3.5 million subscribers, and over 27 million people in our growing DNA network, customers can discover their family story and gain a new level of understanding about their lives. Over the past 40 years, we’ve built trusted relationships with millions of people who have chosen us as the platform for discovering, preserving, and sharing the most important information about themselves and their families. We are committed to our location flexible work approach, allowing you to choose to work in the nearest office, from your home, or a hybrid of both (subject to location restrictions and roles that are required to be in the office- see the full list of eligible US locations HERE). We will continue to hire and promote beyond the boundaries of our office locations, to enable broadened possibilities for employee diversity. Together, we work every day to foster a work environment that's inclusive as well as diverse, and where our people can be themselves. Every idea and perspective is valued so that our products and services reflect the global and diverse clients we serve. Ancestry encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants. Passionate about dedicating your work to enriching people’s lives? Join the curious. Sr. Director, People Strategy & Operations Reports to: Chief People Officer Partners with: Sr. Director, People Business Partners; People & Places LT; Total Rewards; COE Leaders; People Tech/HRIS; Payroll; Shared Services Role Purpose The Sr. Director, People Strategy & Operations is the operational and strategic backbone of the People & Places organization. In close partnership with the Chief People Officer and the People & Places Leadership Team, this leader sets the People strategy through a structured intake process, incorporating Voice of Customer on company and business priorities. This role leads the People function’s enablement engine, ensuring PBPs have the insights, tools, frameworks, processes, and systems they need to operate as high-impact strategic partners to the business. The Sr. Director, People Strategy & Operations orchestrates COE priorities, aligns work across People functions, and drives accountability for high-quality, business-aligned program delivery, enabling COEs to build impactful programs and for PBPs to deploy those programs with clarity and confidence. Finally, this leader drives the modernization, scalability, and operational excellence of People operations, resourcing, systems, tech stack, workflows, and cross-functional processes across the entire People & Places team, ensuring the team operates as a unified, enterprise-focused function. Key Responsibilities People Strategy Development & Alignment Lead the creation of the integrated People strategy through structured intake from the business and alignment with the CPO. In partnership with the Sr. Director, PBPs, translate business goals, organizational needs, and strategic priorities into sequenced People initiatives and a cohesive roadmap. Ensure that People strategy is informed by business realities, organizational risks, talent needs, and internal and external data. Partner with COEs to align program design and delivery with enterprise priorities and operational readiness. PBP Enablement (People Enablement Engine) Build and lead a centralized enablement capability that equips PBPs with the tools, insights, templates, communications, frameworks, and systems needed to support the business strategically. Develop standardized playbooks for org design, talent strategy, performance, promotions, workforce planning, and manager enablement. Produce dashboards, analytics, and talent insights PBPs can bring into business conversations. Ensure COE deliverables contain deployment-ready materials to ensure consistency, quality, and adoption across the business. COE Leadership, Alignment & Accountability Orchestrate COE priorities and sequencing to ensure work is aligned to business needs surfaced by PBPs. Drive cross-functional alignment across COEs, PBPs, and Shared Services to ensure clarity of ownership, scope, and timelines. Ensure COE deliverables meet standards of quality, scalability, and readiness for PBP deployment. Reduce operational friction and rework by clarifying expectations and maintaining transparency across the People portfolio. Analytical Decision-Making & Insights Partner with Finance, Analytics, and Total Rewards on scenario modeling, forecasting, headcount planning, and performance insights. Embed data-driven decision-making into People processes, executive reviews, and leadership discussions. Ensure PBPs have business-ready insights to guide talent strategy and organizational decisions. HR Program Delivery, Process Design & Governance Support end-to-end delivery and continuous improvement of major People programs. Establish standardized workflows, governance structures, templates, and operating rhythms to ensure consistency and predictability. Maintain a single source of truth for the People roadmap, initiatives, milestones, dependencies, and risks. Ensure programs are scalable, aligned to business needs, and executed with discipline across PBPs, COEs, and Shared Services. People Operations, Systems & Scalability Lead modernization of People operations, including workflow optimization, automation, and internal service delivery improvements. Oversee People Tech, HRIS (Workday), Payroll interface, vendor governance, and system integrations. Build scalable systems and infrastructure to support growth, reduce manual work, and improve manager and employee experience. Ensure People Operations reinforces the strategic and operational model across PBPs, COEs, and Shared Services. Organizational Transformation & Change Leadership Drive adoption of the COE/PBP/Shared Services operating model and elevate the People function’s ability to operate as a unified team. Lead change management strategies for new People programs, systems upgrades, operating model shifts, and enterprise initiatives. Serve as the integrator between PBPs (business needs) and COEs (solution builders), ensuring alignment and readiness for deployment. Build organizational readiness and cross-functional alignment for major transformations. Leadership & Team Development Lead the People Strategy & Operations organization, including People Tech, HRIS, Payroll interface, Shared Services, and People Planning & Operations. Set clear vision, expectations, and standards for operational rigor, strategic alignment, and cross-functional collaboration. Build and develop a team that can scale with the business and evolve as the People function matures. Model enterprise leadership, clarity, accountability, transparency, and collaboration. Success Measures Unified People strategy aligned directly to business needs and adopted across P&P. PBPs report increased enablement, clarity, and access to high-quality insights, tools, and programs. COEs consistently deliver aligned, scalable, and deployment-ready programs with clear ownership and timelines. People programs executed with quality, predictability, and consistency across the enterprise. Modernized systems and processes that reduce manual work and scale with growth. People & Places operates as a cohesive, enterprise-focused function with clear roles, accountability, and alignment. Additional Information: Ancestry is an Equal Opportunity Employer that makes employment decisions without regard to race, color, religious creed, national origin, ancestry, sex, pregnancy, sexual orientation, gender, gender identity, gender expression, age, mental or physical disability, medical condition, military or veteran status, citizenship, marital status, genetic information, or any other characteristic protected by applicable law. In addition, Ancestry will provide reasonable accommodations for qualified individuals with disabilities. All job offers are contingent on a background check screen that complies with applicable law. For candidates who live in San Francisco, CA, pursuant to the San Francisco Fair Chance Ordinance, Ancestry will consider for employment qualified applicants with arrest and conviction records. Ancestry is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Ancestry via-email, the Internet or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of Ancestry. No fee will be paid in the event the candidate is hired by Ancestry as a result of the referral or through other means. Let’s write the next chapter of history together. Our employees are fueled by our inquisitive nature and united by our shared commitment to help people discover, craft, and connect their family history. Whether you’re a natural problem solver, a strategic builder, an inspired creative, or something in between—we invite you to share your story and join us in making history.