Senior Director, People Operations

About Us Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $100M+ in ARR , with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. We lean in: ownership over titles, outcomes over intentions. We fight for excellence: high standards, direct, ego-free feedback. We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you’re driven by impact, pace, and raising the bar. This is the place. The Role Legora grew from 40 to 600 people in 18 months across Europe, the US, and APAC. The next phase is 1,500. You'll design the programs that shape how people join, grow, and perform here: onboarding, performance, manager development, and market expansion support, each one built from the ground up. You'll lead a team of five and growing, and report into the VP of People. The company is at the point where the People programs you build will define the experience for the next thousand people who join. What You'll Do Own onboarding end to end: the experience, the content, the logistics, and the measurement. Design for a company adding people fast across multiple time zones and legal entities, where the first few weeks set the tone. Build and run the performance framework. Define how Legora sets expectations, gives feedback, and makes promotion and pay decisions at scale. Partner with HRBPs to make sure it lands consistently across functions and geographies. Own manager development. Legora has grown its management layer quickly across multiple markets; this role builds the infrastructure to support and develop them. Design the programs, identify the gaps, and work with leaders to close them. Lead the People program workstream for market expansion. When Legora enters a new geography, this role owns the People side: onboarding localisation, policy adaptation, and the employee experience from day one. Partner with People Tech on the system and data layer that sits behind every program. Own the process design; let People Tech own the tooling. Build the operating rhythm across the People function: the cadences, the planning cycles, and the cross-functional touchpoints that keep a fast-moving People team coordinated. What You Bring Experience building People programs in a company scaling through a similar headcount inflection point. You've designed onboarding and performance frameworks that scaled with the business and held up under pressure. A track record of leading manager development at scale. You understand what good management capability looks like at a fast-growing tech company and you've built programs to develop it. Experience supporting geographic expansion from a People perspective. New markets, new employment law, new employee experience challenges, you've navigated all of it before. Comfort working at the intersection of People programs, People Tech, and HRBPs, with a clear sense of how the functions connect and where the handoffs sit. A team leadership track record. You've managed and developed People professionals and have the appetite to build a function alongside a fast-moving business. Legora is an Equal Opportunity Employer At Legora, we believe great teams are built on diversity of thought and experience. We’re proud to be an equal opportunity employer and committed to creating an inclusive, high-performance culture where everyone can do their best work. We welcome people of all backgrounds and don’t discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.