The posting, in Crusoe's own words
archived Oct 27, 2026Crusoe is on a mission to accelerate the abundance of energy and intelligence . As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster. We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI. We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services. If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About the Role:
We’re seeking an enthusiastic Director of People Success to join our dynamic People Team at Crusoe. In this pivotal role, you’ll drive the agenda of Crusoe’s Corporate Organization, forming strong partnerships with fellow members, employees, and leaders at all levels to guide and implement effective people strategies. Your responsibilities will include organizational development, change management, and fostering employee growth, mobility, and engagement. This role will be focused on our Corporate organizations, including Finance, Legal, People, Talent, and other functions that provide the foundation for Crusoe’s growth. As Crusoe scales rapidly, these teams are building the systems, processes, and leadership capacity to support the entire company. You’ll contribute to the refinement and execution of programs that enhance organizational effectiveness, employee development, team member retention, and overall company performance while supporting Crusoe’s growth trajectory. This is a fully onsite position, requiring five days a week at our San Francisco office.
Read the full posting ↓
What You'll Be Working On:
Partner with People Team leaders and Corporate leadership to create pragmatic, strategy-aligned people programs, including performance management, management excellence, and compensation reviews Develop and implement programs that drive positive change and impact Guide managers on career pathing, leveling, and skill and professional development Serve as a point of contact for employees, helping them navigate professional or personal issues that impact their work and career growth Collaborate across peer groups and Centers of Excellence to meet business needs Lead day-to-day activities related to HR policies, processes, and programs Track and analyze key indicators of organizational health and recommend improvements through pulse surveys and other tools Drive initiatives to foster employee engagement, improve retention, and enhance overall job satisfaction Partner with Corporate leaders on organizational design and headcount planning as functions scale, including when to add layers, build new teams, or centralize capabilities Advise leaders on building management capability in fast-growing teams, including first-time manager development and succession planning for critical roles Develop targeted retention strategies for Corporate talent, including top-performer retention plans, at-risk employee identification, and stay interviews Analyze Corporate attrition trends (voluntary vs. involuntary, regrettable vs. non-regrettable) and partner with leaders on root-cause analysis and action plans Partner with Total Rewards on compensation planning cycles, leveling, and pay equity for Corporate functions, ensuring competitive offers for specialized roles Guide leaders through organizational change, such as new leadership, restructures, systems implementations, and process changes, with clear communication and change management plans Partner with Employee Relations on sensitive employee matters, ensuring consistent and well-documented outcomes Proactively maintain a positive work environment that respects and supports inclusion, diversity, employee morale, and overall well-being Conduct organizational assessments, talent gap analyses, and structure recommendations to align business strategy with people initiatives Facilitate off-boarding for voluntary and involuntary terminations, when necessary
What You'll Bring to the Team:
10+ years of experience as a People Success or HR Business Partner, with a track record of building strong relationships between employees and the organization that produce measurable outcomes Ability to travel about 10–15% of the time Experience supporting Corporate or G&A functions, such as Finance, Legal, IT, or Security Experience scaling Corporate teams in a high-growth environment, including org design, leveling, and building management capability, is strongly preferred Experience supporting global employee groups Proven ability to use a deep understanding of business strategy, plans, and value creation levers to lead on organizational effectiveness, talent planning, and talent development Proven ability to use data of many forms, including attrition, retention, engagement, and compensation analytics, to drive actionable insights and demonstrable impact Comfortable working in a fast-paced environment with ambiguous or evolving information and decisions Highly organized, process-oriented, and reliable, with excellent follow-through. Nobody ever questions whether you’ll do what you say you’re going to do, and you communicate status updates regularly to build trust with colleagues and leaders Ability to take initiative and work autonomously, and to conceive, develop, and project manage key work from beginning to end A high level of discretion when handling confidential and sensitive matters Proven expertise in consultation, policy guidance, and coaching managers through sensitive or difficult employee behavior and performance concerns Proven ability to build influential partnerships with peers and leaders at all levels and across organizational lines An aptitude for staying informed on the latest HR trends to offer progressive and relevant solutions