Okay, I've searched for Director-level People Technology roles in the United States, focusing on remote positions, requiring 10+ years of experience and expertise in Workday. I have found 57 positions for you.

Sure. Here's the analysis:

Job Analysis:

The Director, People Technology role at Dropbox is fundamentally designed to lead the strategic development and operational execution of the company’s people technology ecosystem, aligning HR technology solutions with evolving organizational goals in a Virtual First environment. The core purpose is to create a seamless, scalable, and integrated tech stack that enhances the employee experience while supporting enterprise-wide HR functions like talent acquisition, learning management, and total rewards. This requires a leader who can not only manage complex system implementations (such as Workday and ATS platforms) but also influence diverse stakeholders across global, cross-functional teams and maintain vendor relationships. The role demands both deep technical expertise and strong people skills to navigate rapid change, prioritize initiatives, and embed compliance and sustainability in technology architecture. Success will be marked by a well-executed multi-year roadmap, optimized system operations, enhanced employee digital experiences, and a high-performing technology team fueled by continuous innovation and professional growth.

Company Analysis:

Dropbox positions itself as a pioneering, Virtual First company committed to transforming how work gets done globally. It is not merely a tech firm but a 'living lab' focused on enlightened, human-centered work experiences driven by autonomy balanced with connection. This culture of innovation and experimentation paired with enterprise-level scale makes it an exciting but demanding environment that values adaptability, creativity, and impact ownership. The People Technology leader will operate within a dynamic, globally distributed setup, requiring comfort with ambiguity, virtual collaboration, and cross-cultural nuance. Dropbox’s emphasis on inclusivity, wellbeing, and continuous learning reflects a supportive culture that prioritizes employee growth and diversity, which amplifies the strategic importance of this role in shaping people systems that mirror these values. This is a strategic hire to architect how Dropbox’s HR technologies evolve alongside the company’s mission, ensuring the tech infrastructure supports ambitious talent goals in a rapidly changing future of work landscape.

Absolutely. Here are some mock interview questions that could come up:

• Behavioral: Tell me about a time when you led the implementation of a complex HR technology system. How did you manage stakeholder expectations and ensure successful adoption?
• Behavioral: Describe a situation where you had to influence senior leaders across different functions to align on a technology roadmap. What strategies did you use to build consensus?
• Behavioral: Can you share an example of how you handled a high-pressure situation involving multiple competing priorities in a global, distributed team?
• Behavioral: Give an example of how you fostered growth and development within a technical team you managed.
• Technical: How would you approach designing a multi-year roadmap for People Technology in a company transitioning to a Virtual First work model?
• Technical: What are the key considerations when integrating multiple HR systems such as Workday, ATS, and LMS to create a seamless employee experience?
• Technical: Explain your experience with Workday. What are common challenges in optimizing Workday for a global enterprise, and how have you addressed them?
• Technical: Describe your vendor management approach when selecting and maintaining partnerships with HR technology providers.
• Situational: Imagine your People leaders need a new feature implemented urgently to support a business initiative, but it conflicts with the existing technology roadmap priorities. How would you handle this?
• Situational: If you identify that the current HR technology stack is not scalable to future needs, what steps would you take to initiate and lead a transformation?
• Situational: How would you drive adoption and change management for a new People system rollout across a widely distributed, global workforce?
• Company Fit: What about Dropbox’s Virtual First culture and mission to design enlightened ways of working appeals to you personally and professionally?
• Company Fit: How do your previous experiences align with Dropbox’s value of blending autonomy with human connection in a technology leadership role?
• Company Fit: In what ways do you see your leadership style fitting into Dropbox’s people-centric, innovative, and inclusive environment?
• Questions for Interviewer: How does Dropbox’s People Technology team measure success beyond system uptime and adoption rates?
• Questions for Interviewer: Can you describe how the People Technology function collaborates with other technology and HR teams during cross-functional projects?
• Questions for Interviewer: What are the biggest upcoming challenges for Dropbox’s People Technology roadmap in the next 12-18 months?