Director, People

About Turing Based in San Francisco, California, Turing is the world’s leading research accelerator for frontier AI labs and a trusted partner for global enterprises looking to deploy advanced AI systems. Turing accelerates frontier research with high-quality data, specialized talent, and training pipelines that advance thinking, reasoning, coding, multimodality, and STEM. For enterprises, Turing builds proprietary intelligence systems that integrate AI into mission-critical workflows, unlock transformative outcomes, and drive lasting competitive advantage. Recognized by Forbes, The Information, and Fast Company among the world’s top innovators, Turing’s leadership team includes AI technologists from Meta, Google, Microsoft, Apple, Amazon, McKinsey, Bain, Stanford, Caltech, and MIT. Learn more at  www.turing.com About the Role Turing is standing up a formal People leadership structure to match the pace of our growth. This is a founding hire into a high-leverage, multi-national people environment—the person who gets clarity, moves fast, and measures their work the way a business leader would. You will own three core pillars of Turing's talent strategy: HR Business Partners, Talent Development, and People Experience, managing a team of approximately 15 HR professionals. You will report directly into executive leadership and operate as a genuine strategic partner—not a program owner. The playbook does not yet exist. You will write it. The Role You will be the first senior People leader to sit at the intersection of Turing's AGI Advancement and Turing Intelligence businesses. Every function—engineering, research, sales, production—depends on talent density. You will partner directly with business leaders to design and execute AI-enabled people strategies that drive disciplined, scalable hypergrowth. Strong judgment, clear thinking, and consistent execution are the baseline. The differentiation is an AI-forward mindset and a bias for measurable business impact over HR programming. What You'll Do 1) Strategic HR Partnership — be the go-to for judgment, clarity, and a steady hand Operate as the primary people strategy partner to business leaders across all functions. Bring a clear point of view that helps leaders navigate complexity, elevate their impact, and make better decisions—not just HR process. Build trusted relationships with executives and senior ICs; become the person they call before a decision, not after. Understand that recruitment and retention are the foundation of talent density—treat them as business priorities, not HR programs. 2) AI Innovation — define the frontier of AI in HR Take an AI-forward approach to every problem. Ask what a 10x outcome looks like before designing a program. Drive adoption of AI tools across the People function; identify and prioritize use cases that accelerate execution and scale impact. Partner on AI initiatives including the development of agents and HR-focused RL environments. No coding required—strong curiosity and a builder's mindset are. Lead People Operations' AI-enabled workflow initiative, including AI-assisted talent analytics and HRBP decision support tools—identifying the highest-leverage use cases and building toward a function that operates at 10x through intelligent automation. Drive Generative AI adoption across the People team, establishing expectations for daily AI tool usage, sharing best practices across the HRBP and Talent Development teams, and measuring adoption as a functional KPI. 3) HR Business Partners — scale a world-class HRBP function Continue to scale the HRBP function supporting all business units. Reinforce operating rigor that aligns people strategies with business priorities and drives consistent, measurable impact. Develop business partners who apply sound judgment, adapt to nuance, and are measured on business outcomes—not activity. The current HRBP team includes People Partners and Generalists supporting all Turing business units across AGI Advancement and Turing Intelligence. This leader will also manage the Talent Development function, led by a dedicated function leader. Combined, the team spans approximately 15 HR professionals. 4) People Experience — strategic direction through the function leader Lead the People Experience function through the team leader—set direction, remove blockers, and hold the bar on quality. Ensure programs are effective, scalable, and tied to culture and operating effectiveness rather than optics. Active priority: integrate employee experience ownership into the HRBP operating model following the recent consolidation of the standalone People Experience function, ensuring onboarding and engagement programs are embedded into business partnership workflows. Active priority: reestablish clear ownership of employee touchpoints (onboarding, engagement, offboarding) within the combined HRBP and Talent Development structur