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About Way.com
Way.com is a fintech super-app for car ownership, helping millions of U.S. drivers manage parking, auto insurance, car washes, roadside assistance, EV charging, and maintenance in one place through its B2C marketplace. Founded in 2016 and headquartered in Fremont, California, it has expanded into B2B/SaaS through Way Business, embedding these services into partner ecosystems for credit unions, banks, fintechs, insurers, and OEMs via APIs and white-label integrations — a business line that is now scaling quickly and driving the company's overall growth alongside its B2C marketplace.
To power this dual B2C and B2B growth, Way.com is investing significantly in its people, building senior leadership and functional teams across Engineering, Product, Business Development, and Operations. Its India center in Trivandrum, Kerala is the nerve centre of this effort — the engine that turns strategy into execution, housing the teams that build, scale, and run the platform.
Culture & Operating Rhythm
Way.com operates at start-up speed with the discipline of a scaling platform business. The environment is fast-paced and dynamic — priorities evolve quickly as the business grows, decisions are made with agility and pace, and execution happens in real time rather than on long planning cycles.
It is an energizing, high-ownership environment that rewards quick thinking and bold decision-making. It offers a rare opportunity to build and shape the people function at a company scaling across both B2C and B2B/SaaS lines of business, with real scope to grow personally and professionally alongside the company.
Role Overview
The Senior Director – Human Resources is a strategic HR leader accountable for talent delivery, HR business partnering, HR operations and systems, HR transformation and people analytics, compensation and rewards, and compliance and governance for Way.com. The role partners closely with HR Centers of Excellence (CoEs) covering culture, engagement, learning, organizational development, and leadership development, and reports to the COO – India.
Primary Responsibilities
Talent Delivery
- Lead enterprise workforce planning, talent forecasting, and the talent acquisition strategy across Engineering, Product, Design, Marketing, Customer Support, Business Development, and all supporting functions.
- Build the employer brand and talent pipelines, leveraging AI-enabled sourcing and recruitment to improve reach and hiring efficiency.
- Own quality of hire and time to fill, and drive onboarding excellence to accelerate new-hire productivity ramp-up and workforce readiness.
- Design internal mobility, career architecture, and succession-planning frameworks, and establish capability academies and future-skills planning to keep the workforce ahead of business needs.
Strategic HR Business Partnering
- Partner with U.S. and India leadership to translate business strategy into people strategy, including organization design and restructuring in response to business change.
- Provide leadership coaching and workforce consulting to senior stakeholders, and resolve complex people and leadership issues as a trusted advisor to the business.
- Drive performance and talent review discussions, and influence workforce planning, productivity, and retention decisions at the leadership level.
- Support change management and organizational scaling initiatives, and represent HR in cross-functional PMO and leadership governance forums to keep people priorities aligned with company-wide delivery and org-structure decisions.
HR Operations & Systems
- Oversee employee lifecycle processes end-to-end, including HRIS, ATS, employee data governance, and employee services/case management, and govern onboarding and offboarding end-to-end.
- Own the HR technology ecosystem, including vendor management and system integrations (e.g., HRIS–Microsoft Teams synchronization), to keep organizational and employee master data accurate and current.
- Serve as the source of truth for the company's organizational reporting structure, coordinating updates across HRIS, Microsoft Teams, and business leaders.
- Oversee payroll and benefits administration, review and approve compensation revisions, promotions, and off-cycle pay adjustments in partnership with Finance and business leaders, and drive policy administration, automation, and process excellence.
HR Transformation & People Analytics
- Lead digital HR transformation initiatives across the organization.
- Build and maintain executive dashboards for predictive attrition, workforce productivity, and talent intelligence.
- Drive continuous process improvement across HR operations and champion future-of-work initiatives.
Compliance, Governance & Risk
- Ensure labor law compliance and policy governance across all locations.
- Lead internal audits and controls for HR processes, and conduct risk assessments related to workforce and people practices.
- Govern ethics and employee relations matters.
CoE Ownership (Centers of Excellence Partnership)
Culture, Engagement & Organizational Effectiveness
- Partner with the Talent Management, L&D, Employee Experience, and OD Centers of Excellence to drive enterprise-wide people programs, including engagement surveys and the resulting action planning.
- Enable leadership development programs and drive manager effectiveness initiatives across the organization.
- Support culture and values integration throughout the employee lifecycle, and facilitate organizational effectiveness interventions as needed.
- Own employee recognition programs (e.g., the Wayfarer Awards) to reinforce culture and celebrate high performance.
Functional Competencies
- Understanding of engineering competency frameworks and product management capability models to support technical and product talent decisions.
- Familiarity with design career paths and engagement models, customer support capability architecture, and commercial/business development capability frameworks.
- Expertise in leadership development and succession-planning frameworks.
- Working knowledge of HR technology, HRIS/HRMS administration, and people analytics.
Behavioral Competencies
- Strategic thinking and executive presence — able to translate business priorities into people strategy and influence senior stakeholders across geographies.
- Sound judgment and confident decision-making under ambiguity, with integrity and discretion in handling sensitive and confidential information.
- Strong collaboration and clear, confident communication with business and CoE teams at all levels of the organization.
- Resilience and adaptability in a fast-paced, scaling environment, with a coaching mindset and a genuine bias toward developing others.