[{"data":1,"prerenderedAt":522},["ShallowReactive",2],{"document-product-design-director-job-description-D13373":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":37,"customDescModule":179,"customdescription":6,"mdFm":180,"mdProseHtml":521},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION PRODUCT DESIGN DIRECTOR Brief description The position of Product Design Director consists of overseeing the implementation of product design and development policies, and evaluating and ensuring design feasibility and design optimization. The Product Design Director is also responsible for leading the development of new and existing products. Tasks Provide creative output and direction to ensure the vision for the product is achieved; Lead, recruit, coach, and mentor a team of world-class product designers and user researchers; Collaborate with members of cross-functional teams and be an advocate for user-centered culture and design practices; Create visually engaging, innovative and functional digital products; Encourage cross-functional collaboration and communicate the impact of this practice for design; Work closely with product managers, engineers, QA and their leaders to ensure a cohesive user experience across all products; Organize teams that can provide design solutions effectively and with excellence across all departments; Establish metrics and measurable goals to ensure visibility into a design's impact on business; Identify improvement opportunities within the scope of design and other teams functioning holistically; Partner closely with leaders in engineering, product, sales, marketing and others to constantly improve on communication and efficiency practices. Qualifications and requirements A bachelor's degree in a visual or experiential design discipline or equivalent professional experience",null,"Product Design Director Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/product-design-director-job-description-D13373.png","https://templates.business-in-a-box.com/imgs/250px/13373.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13373.xml",{"title":15,"description":6},"product design director job description",[17,20],{"label":18,"url":19},"Finance & Accounting","/templates/finance-accounting/",{"label":21,"url":22},"Business Banking","/templates/business-banking/","Product Design Director Job Description Template","https://templates.business-in-a-box.com/imgs/400px/13373.png",[26,17,20],{"label":27,"url":28},"Templates","/templates/",[30,31,34],{"label":27,"url":28},{"label":32,"url":33},"Human Resources","/templates/human-resources/",{"label":35,"url":36},"Job Descriptions","/templates/job-descriptions/",[38,42,46,50,54,58,62,66,70,74,78,82,86,106,121,134,149,163],{"label":39,"url":40,"thumb":41,"extension":10},"Product Design Manager Job Description","/template/product-design-manager-job-description-D13374","https://templates.business-in-a-box.com/imgs/250px/13374.png",{"label":43,"url":44,"thumb":45,"extension":10},"Product Manager Job Description","/template/product-manager-job-description-D13565","https://templates.business-in-a-box.com/imgs/250px/13565.png",{"label":47,"url":48,"thumb":49,"extension":10},"Director Of Operations Job Description","/template/director-of-operations-job-description-D13485","https://templates.business-in-a-box.com/imgs/250px/13485.png",{"label":51,"url":52,"thumb":53,"extension":10},"HR Director Job Description","/template/hr-director-job-description-D13550","https://templates.business-in-a-box.com/imgs/250px/13550.png",{"label":55,"url":56,"thumb":57,"extension":10},"Marketing Director Job Description","/template/marketing-director-job-description-D13558","https://templates.business-in-a-box.com/imgs/250px/13558.png",{"label":59,"url":60,"thumb":61,"extension":10},"Product Marketing Manager Job Description","/template/product-marketing-manager-job-description-D13566","https://templates.business-in-a-box.com/imgs/250px/13566.png",{"label":63,"url":64,"thumb":65,"extension":10},"Director of Finance Job Description","/template/director-of-finance-job-description-D11644","https://templates.business-in-a-box.com/imgs/250px/11644.png",{"label":67,"url":68,"thumb":69,"extension":10},"Library Director Job Description","/template/library-director-job-description-D11670","https://templates.business-in-a-box.com/imgs/250px/11670.png",{"label":71,"url":72,"thumb":73,"extension":10},"Director Of Customer Experience Job Description","/template/director-of-customer-experience-job-description-D13329","https://templates.business-in-a-box.com/imgs/250px/13329.png",{"label":75,"url":76,"thumb":77,"extension":10},"Product Management Associate Job Description","/template/product-management-associate-job-description-D13375","https://templates.business-in-a-box.com/imgs/250px/13375.png",{"label":79,"url":80,"thumb":81,"extension":10},"Business Development Director Job Description","/template/business-development-director-job-description-D13314","https://templates.business-in-a-box.com/imgs/250px/13314.png",{"label":83,"url":84,"thumb":85,"extension":10},"Director of IT Infrastructure Job Description","/template/director-of-it-infrastructure-job-description-D11646","https://templates.business-in-a-box.com/imgs/250px/11646.png",{"description":87,"descriptionCustom":6,"label":88,"pages":89,"size":90,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":95,"keywords":104,"url":105},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[96,98,101],{"label":32,"url":97},"human-resources",{"label":99,"url":100},"Hire an Employee","hire-employee",{"label":102,"url":103},"Legal Agreements","business-legal-agreements","employment agreement executive","/template/employment-agreement-executive-D543",{"description":107,"descriptionCustom":6,"label":108,"pages":109,"size":110,"extension":10,"preview":111,"thumb":112,"svgFrame":113,"seoMetadata":114,"parents":115,"keywords":119,"url":120},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[116],{"label":117,"url":118},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":122,"descriptionCustom":6,"label":123,"pages":124,"size":9,"extension":10,"preview":125,"thumb":126,"svgFrame":127,"seoMetadata":128,"parents":130,"keywords":129,"url":133},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":129,"description":6},"job offer letter long",[131,132],{"label":32,"url":97},{"label":99,"url":100},"/template/job-offer-letter-long-D12769",{"description":135,"descriptionCustom":6,"label":136,"pages":137,"size":9,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":143,"keywords":142,"url":148},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":142,"description":6},"non disclosure agreement nda",[144,145],{"label":102,"url":103},{"label":146,"url":147},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":150,"descriptionCustom":6,"label":151,"pages":152,"size":9,"extension":10,"preview":153,"thumb":154,"svgFrame":155,"seoMetadata":156,"parents":158,"keywords":157,"url":162},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":157,"description":6},"employment agreement_at will employee",[159,160,161],{"label":32,"url":97},{"label":99,"url":100},{"label":102,"url":103},"/template/employment-agreement_at-will-employee-D541",{"description":164,"descriptionCustom":6,"label":165,"pages":166,"size":167,"extension":10,"preview":168,"thumb":169,"svgFrame":170,"seoMetadata":171,"parents":172,"keywords":177,"url":178},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[173,174],{"label":32,"url":97},{"label":175,"url":176},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":181,"reviewer":192,"quick_facts":196,"at_a_glance":199,"personas":203,"variants":228,"glossary":256,"clauses":290,"how_to_fill":341,"common_mistakes":382,"faqs":407,"industries":435,"comparisons":452,"diy_vs_lawyer":463,"jurisdictions":476,"related_template_ids_curated":497,"schema":508,"classification":509},{"meta_title":182,"meta_description":183,"primary_keyword":15,"secondary_keywords":184},"Product Design Director Job Description Template | Free Word Download","Free Product Design Director job description template. Covers responsibilities, qualifications, reporting structure, and compensation.",[185,186,187,188,189,190,191],"product design director job description template","director of product design job description","head of product design job description","product design director responsibilities","product design director job description word","product design leadership job description","senior design director job posting template",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":198,"signature_required":198},"medium",true,{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Product Design Director Job Description is a formal document that defines the scope, responsibilities, qualifications, reporting structure, and compensation expectations for a senior design leadership role. This free Word download gives hiring teams a structured, legally sound starting point they can edit online and export as PDF for internal approval, job board posting, or inclusion in an offer package.\n","Use it when creating a new Product Design Director role, backfilling a departing leader, or standardizing an existing position that has evolved informally. It is also required when the role triggers an employment contract, equity grant, or internal grade-leveling review.\n","Role summary and organizational context, core responsibilities and design leadership scope, required and preferred qualifications, reporting structure and direct reports, compensation band and benefits overview, and equal-opportunity and legal compliance language.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR directors and talent acquisition leads","Creating a compliant, grade-leveled posting for a senior design hire","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Startup founders and CEOs","Defining the first formal design leadership role as the team scales","persona-startup-founder",{"title":213,"use_case":214,"icon_asset_id":215},"Chief Product Officers","Standardizing the design director role within a product org redesign","persona-ceo",{"title":217,"use_case":218,"icon_asset_id":219},"People operations managers","Aligning the job description with internal leveling frameworks and pay bands","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Recruiting agencies and executive search firms","Using a client-approved brief to source and screen qualified candidates","persona-staffing-agency",{"title":225,"use_case":226,"icon_asset_id":227},"Legal and compliance teams","Reviewing the posting for EEO compliance, pay transparency laws, and misclassification risk","persona-legal-counsel",[229,233,237,241,244,248,252],{"situation":230,"recommended_template":231,"slug":232},"Hiring a hands-on IC design leader who also manages a small team","Senior Product Designer Job Description","graphic-designer-job-description-D13492",{"situation":234,"recommended_template":235,"slug":236},"Filling a VP-level role overseeing multiple design directors","VP of Product Design Job Description","product-design-manager-job-description-D13374",{"situation":238,"recommended_template":239,"slug":240},"Defining a UX-focused role without broader product ownership","UX Design Director Job Description","product-design-director-job-description-D13373",{"situation":242,"recommended_template":108,"slug":243},"Posting a contract or freelance design leadership engagement","independent-contractor-agreement-D160",{"situation":245,"recommended_template":246,"slug":247},"Creating a role that combines design and product management","Head of Product Job Description","product-manager-job-description-D13565",{"situation":249,"recommended_template":250,"slug":251},"Documenting the role as part of an employment contract package","Employment Contract (Executive)","employment-agreement-executive-D543",{"situation":253,"recommended_template":254,"slug":255},"Hiring a design director for a creative or brand-focused team","Creative Director Job Description","director-of-operations-job-description-D13485",[257,260,263,266,269,272,275,278,281,284,287],{"term":258,"definition":259},"Job Description","A formal written document that defines the duties, qualifications, reporting relationships, and compensation expectations for a specific role — used in hiring, performance management, and employment law compliance.",{"term":261,"definition":262},"FLSA Exemption","A classification under the US Fair Labor Standards Act that determines whether a role is exempt from overtime pay requirements; most director-level roles qualify as exempt under the executive or professional exemption.",{"term":264,"definition":265},"EEO Statement","An Equal Employment Opportunity disclosure that employers are legally required to include in job postings, affirming they do not discriminate on the basis of protected characteristics.",{"term":267,"definition":268},"Pay Transparency Law","Legislation in jurisdictions such as California, Colorado, New York, and Washington requiring employers to disclose a salary range in job postings.",{"term":270,"definition":271},"IC (Individual Contributor)","An employee who produces work directly rather than managing others — relevant when defining whether a design director role includes people management or is an IC leadership track.",{"term":273,"definition":274},"OKRs (Objectives and Key Results)","A goal-setting framework used to align team output with company strategy; frequently referenced in design director job descriptions to define success metrics.",{"term":276,"definition":277},"Design System","A centralized library of reusable components, patterns, and guidelines that governs visual and interaction consistency across a company's products.",{"term":279,"definition":280},"Cross-Functional Leadership","The ability to drive outcomes by influencing and coordinating peers across product, engineering, and marketing without direct reporting authority.",{"term":282,"definition":283},"At-Will Employment","Employment that either party may end at any time for any lawful reason without advance notice — common in US states; does not apply in Canada, the UK, or the EU.",{"term":285,"definition":286},"Span of Control","The number of direct reports a manager oversees; for a Product Design Director, a typical span is 4–10 designers plus any design managers.",{"term":288,"definition":289},"Grade Level / Job Band","An internal classification system that groups roles by seniority, scope, and pay range — used to ensure equitable compensation and consistent titling across the organization.",[291,296,301,306,311,316,321,326,331,336],{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Role summary and organizational context","A 3–5 sentence overview of the position's purpose, where it sits in the organization, and the business problem it solves.","[COMPANY NAME] is seeking a Product Design Director to lead the [PRODUCT AREA] design team. Reporting to the [CPO / VP PRODUCT], you will own the end-to-end design process for [PRODUCT SUITE], partnering with Product and Engineering to deliver experiences used by [X] customers globally.","Writing the summary as a generic 'exciting opportunity' paragraph with no specifics. Candidates and legal reviewers both need enough organizational context to assess fit and scope — vague summaries attract unqualified applicants and weaken the role's grade-level justification.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Core responsibilities","A bulleted list of 8–12 specific accountabilities — what the role owns, influences, and is measured on.","Lead a team of [X] product designers and [X] design managers across [PRODUCT AREA]. Define and maintain the [COMPANY] design system. Partner with the Head of Product to set quarterly design OKRs aligned to [BUSINESS GOAL]. Present design strategy to the executive team quarterly.","Listing tasks instead of outcomes. 'Attend cross-functional meetings' is a task; 'drive alignment between product and engineering on design decisions' is an accountability. Task-based descriptions make performance management harder and reduce candidate quality.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Required qualifications","Minimum education, years of experience, and non-negotiable skills the candidate must have on day one.","8+ years of product design experience, including 3+ years in a people management role. Demonstrated portfolio of shipped consumer or enterprise products at scale. Proficiency in [FIGMA / SKETCH / RELEVANT TOOLS]. Bachelor's degree in Design, HCI, or a related field, or equivalent practical experience.","Including degree requirements that are not genuinely necessary. Mandating a four-year degree for a portfolio-based role can constitute disparate impact discrimination in some jurisdictions and excludes qualified candidates who are self-taught or bootcamp-trained.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Preferred qualifications","Skills and experiences that differentiate strong candidates but are not disqualifying if absent — used to screen for stretch candidates without restricting the applicant pool unnecessarily.","Experience building or scaling a design system from 0 to 1. Familiarity with [INDUSTRY DOMAIN — e.g., fintech, healthtech, SaaS]. Prior experience working in a [SERIES B / ENTERPRISE / HYPERGROWTH] environment. MBA or formal business training a plus.","Moving items between required and preferred without calibration. When the 'required' list is actually a wish list, you repel strong generalist candidates; when 'preferred' contains actual blockers, you waste interview cycles on unqualified applicants.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Reporting structure and direct reports","States who the role reports to, how many direct reports they will manage, and which teams they will partner with cross-functionally.","This role reports directly to the [CHIEF PRODUCT OFFICER / VP OF PRODUCT]. You will manage a team of [X] direct reports, including [X] Senior Product Designers and [X] Design Managers. Key cross-functional partners: Product Management, Engineering, Research, and Marketing.","Omitting the reporting line entirely. Candidates use this to assess decision-making authority and career trajectory; employment lawyers use it to establish whether a role qualifies for an executive or managerial FLSA exemption.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Compensation, equity, and benefits","Discloses the salary range, bonus structure, equity eligibility, and key benefits — required by law in an increasing number of jurisdictions.","Base salary: $[X]–$[X] USD, depending on experience and location. Eligible for annual performance bonus of up to [X]% of base salary. Equity: RSU grant of [$X] vesting over [4] years with a [1]-year cliff. Benefits include [HEALTH / DENTAL / VISION], [X] days PTO, and [401K / PENSION PLAN].","Omitting the salary range entirely in jurisdictions that require it. As of 2024, California, Colorado, New York City, and Washington state all mandate salary range disclosure in job postings — non-compliance triggers fines and applicant complaints.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Work location and schedule","Specifies whether the role is remote, hybrid, or on-site, which office locations apply, and any travel or on-call expectations.","This role is [REMOTE / HYBRID / ON-SITE] based in [CITY, STATE]. Hybrid employees are expected in the [CITY] office [X] days per week. Occasional travel to [OTHER LOCATIONS] for design sprints or all-hands meetings — estimated [X]% travel.","Using 'flexible work arrangement' without defining what that means. Ambiguous location language creates mismatched expectations, complicates tax and payroll compliance for cross-state hires, and can expose the company to constructive dismissal claims if terms change post-hire.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Employment type and at-will status","States whether the position is full-time permanent, fixed-term, or contract, and includes at-will language where applicable.","This is a full-time, permanent position. Employment with [COMPANY NAME] is at-will, meaning either party may terminate the relationship at any time, with or without cause, subject to applicable law.","Pasting at-will language into a job description posted to Canadian or UK candidates. At-will employment is a US doctrine; including it in postings visible to non-US applicants creates legal confusion and may be unenforceable or misleading under local employment law.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Equal opportunity and non-discrimination statement","A legally required declaration that the employer does not discriminate on the basis of protected characteristics under applicable federal, state, and local law.","[COMPANY NAME] is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.","Using a generic boilerplate EEO statement that omits characteristics protected under local law. Several US cities and states, as well as UK and EU law, protect additional characteristics — including salary history, credit history, and family status — that a generic federal EEO statement does not cover.",{"name":337,"plain_english":338,"sample_language":339,"common_mistake":340},"Application instructions and process","Tells candidates exactly how to apply, what to submit, and what to expect from the hiring process.","To apply, submit your resume and a portfolio link via [APPLICATION URL]. Include [X] case studies showing end-to-end design process. Applications will be reviewed on a rolling basis. Shortlisted candidates will be contacted within [X] business days for an initial [PHONE / VIDEO] screen.","Omitting portfolio requirements entirely. For a design leadership role, a resume without a portfolio link is nearly always an automatic screen-out — failing to request it upfront wastes both sides' time in the first round.",[342,347,352,357,362,367,372,377],{"step":343,"title":344,"description":345,"tip":346},1,"Define the organizational context before writing","Confirm where the role sits in the org chart — who it reports to, what team it leads, and what business unit it supports. This context shapes every other clause in the document.","If the reporting line is still being decided, delay posting until it is confirmed. A job description with an unclear reporting structure signals internal disorganization to senior candidates.",{"step":348,"title":349,"description":350,"tip":351},2,"Write responsibilities as outcomes, not tasks","For each responsibility, ask 'what does success look like?' rather than 'what will they do all day?' Replace task language with accountability language — 'own,' 'drive,' 'define,' and 'deliver' rather than 'assist,' 'support,' and 'attend.'","Limit the responsibilities list to 10–12 bullets. More than 12 signals role bloat and causes candidates to self-select out when they cannot meet every item.",{"step":353,"title":354,"description":355,"tip":356},3,"Calibrate required versus preferred qualifications","Treat 'required' as the absolute minimum to be considered on day one. Everything that can be learned in 6–12 months moves to 'preferred.' Audit the required list for degree requirements that are not genuinely necessary for the role.","Research shows that women apply to roles only when they meet nearly 100% of requirements, while men apply at around 60%. An inflated 'required' list disproportionately restricts your candidate pool.",{"step":358,"title":359,"description":360,"tip":361},4,"Add the compensation range","Enter the base salary range, bonus target, and equity details. Check whether your target posting locations — including remote-eligible states — require salary range disclosure by law.","In states with pay transparency laws, the posted range must be the actual range you intend to pay — not an inflated range published to avoid commitment. Posting a range wider than $30–40K at this level invites regulatory scrutiny.",{"step":363,"title":364,"description":365,"tip":366},5,"Specify the work location and any travel requirements","Choose one of: fully remote, hybrid with defined in-office days, or on-site. If hybrid or on-site, name the specific office location. Estimate travel as a percentage of time.","For roles open to candidates in multiple states, confirm with payroll whether you have nexus in each state before posting — hiring in a new state creates tax registration obligations.",{"step":368,"title":369,"description":370,"tip":371},6,"Insert the EEO statement and verify local protected classes","Use the provided EEO statement as a base, then add any additional protected characteristics required by the state, city, or country where the role will be filled.","New York City, for example, adds protections for salary history, caregiver status, and criminal record. Run the final EEO statement past an employment lawyer if you are posting in more than two jurisdictions.",{"step":373,"title":374,"description":375,"tip":376},7,"Review for FLSA and local employment law compliance","Confirm the role qualifies for the executive or professional FLSA exemption based on the salary threshold and duties test. For non-US postings, replace at-will language with jurisdiction-appropriate notice and termination terms.","The FLSA salary threshold for exempt employees was $684/week as of 2024 — a role below this threshold cannot be classified as exempt regardless of title.",{"step":378,"title":379,"description":380,"tip":381},8,"Have HR and legal sign off before publishing","Route the final draft to HR for grade-level alignment and to legal for EEO compliance and pay transparency review. For executive hires, also obtain approval from the hiring manager's direct supervisor.","Keep a signed and dated copy of the approved job description on file. It becomes the baseline document for performance reviews and any future termination or reclassification decisions.",[383,387,391,395,399,403],{"mistake":384,"why_it_matters":385,"fix":386},"Omitting the salary range in jurisdictions that require it","Pay transparency laws in California, Colorado, New York, and Washington state require salary ranges in job postings. Non-compliance triggers fines of up to $250,000 per violation in some jurisdictions and opens the company to discrimination complaints.","Before publishing, check whether the role is open to candidates in any pay-transparency jurisdiction — including remote-eligible states. Post the genuine intended range, not a placeholder.",{"mistake":388,"why_it_matters":389,"fix":390},"Including a four-year degree requirement when it is not operationally necessary","Mandatory degree requirements for portfolio-based roles can constitute disparate impact discrimination under Title VII (US) and equivalent laws in the UK and EU, significantly narrowing the candidate pool without a valid business justification.","Replace 'Bachelor's degree required' with 'Bachelor's degree in Design or HCI, or equivalent practical experience' to remain compliant and attract qualified candidates from non-traditional backgrounds.",{"mistake":392,"why_it_matters":393,"fix":394},"Pasting at-will language into postings visible to non-US candidates","At-will employment is a US-only doctrine. Including it in a posting distributed to Canadian, UK, or EU candidates is legally meaningless at best and actively misleading at worst — it may create false expectations about termination rights.","Use jurisdiction-specific language for each posting location. For non-US roles, replace at-will language with notice-period and termination terms that meet local statutory minimums.",{"mistake":396,"why_it_matters":397,"fix":398},"Writing vague responsibilities that cannot support a performance review","A job description doubles as a performance management baseline. Vague accountabilities like 'drive design excellence' give managers no measurable standard to apply at review time and weaken the company's position in any wrongful termination dispute.","Write each responsibility with a measurable output or outcome. 'Define and ship a unified design system adopted by all product teams by Q3' is defensible; 'support design consistency' is not.",{"mistake":400,"why_it_matters":401,"fix":402},"Failing to update the job description after the role evolves","An outdated job description that no longer reflects actual duties creates misclassification risk (FLSA exemption may lapse), grade-leveling inconsistencies, and pay equity exposure when compensation is benchmarked against a role that no longer exists as described.","Schedule an annual review of all director-level job descriptions alongside the compensation cycle. Update the document, obtain re-signatures, and file the revised version in the employee's personnel record.",{"mistake":404,"why_it_matters":405,"fix":406},"Leaving the reporting structure ambiguous","For senior roles, an unclear reporting line affects FLSA exemption qualification, equity grant approval authority, and whether the employee is covered by director and officer insurance — all of which have legal and financial consequences.","Name the specific title the role reports to (e.g., 'Chief Product Officer') and list direct reports by function and count. If the org chart is in flux, note the interim reporting line and the expected permanent structure.",[408,411,414,417,420,423,426,429,432],{"question":409,"answer":410},"What is a Product Design Director job description?","A Product Design Director job description is a formal document that defines the responsibilities, qualifications, reporting structure, compensation, and legal terms for a senior design leadership role. It serves three functions: it attracts qualified candidates, establishes the baseline for performance management, and provides legal documentation for employment classification and compliance purposes. For any director-level hire, a signed and dated job description should be retained in the employee's personnel file.\n",{"question":412,"answer":413},"What should a Product Design Director job description include?","At minimum: a role summary with organizational context, 8–12 core responsibilities written as outcomes, required and preferred qualifications, reporting structure and direct report count, compensation range, work location and schedule, employment type, an EEO statement, and application instructions. For jurisdictions with pay transparency laws, the salary range is legally required. Missing the reporting structure or compensation range are the two most common gaps in director-level postings.\n",{"question":415,"answer":416},"Is a job description a legally binding document?","A job description is generally not a standalone binding contract, but it carries significant legal weight. Courts and employment tribunals use it to determine FLSA exemption status, evaluate wrongful termination claims, assess pay equity compliance, and establish whether a role change constitutes constructive dismissal. When incorporated by reference into an employment contract or offer letter, the job description becomes contractually binding. Always have a lawyer review director-level job descriptions before finalizing.\n",{"question":418,"answer":419},"What is the difference between a Product Design Director and a VP of Product Design?","The distinction is typically one of scope and organizational influence. A Product Design Director usually leads a specific product area or design team with direct reports. A VP of Product Design typically oversees multiple directors, sets company-wide design strategy, and participates in executive decision-making. At many companies, the VP title also carries board reporting responsibility and greater equity. The job description should reflect the actual scope, not just the title, to avoid grade-level inflation and compensation benchmarking errors.\n",{"question":421,"answer":422},"Do I need to include a salary range in a job description?","Yes, if the role is open to candidates in any jurisdiction with a pay transparency law. As of 2024, California, Colorado, New York City, New York state, and Washington require salary ranges in job postings. Several additional states and cities are phasing in similar requirements. The posted range must reflect the genuine range the employer is willing to pay — not an artificially wide range used to avoid commitment. Posting without a range in a required jurisdiction carries fines of up to $250,000 per violation in some localities.\n",{"question":424,"answer":425},"Can a job description be used as an employment contract?","A job description alone is not a substitute for a full employment contract. It lacks the enforceable clauses required for IP assignment, non-compete, confidentiality, and termination — all of which are essential for a director-level hire. The job description should be attached as a schedule or exhibit to a formal employment contract, with the contract governing in the event of any conflict between the two documents.\n",{"question":427,"answer":428},"How specific should the qualifications section be?","Required qualifications should be specific enough to be defensible as bona fide occupational requirements. For a Product Design Director, that typically means 8+ years of experience, demonstrated people management, a shipped-product portfolio, and proficiency in current design tooling. Avoid specifying tools or platforms that are not actually used by the team — requiring Figma expertise when the team uses Sketch, for example, is a common error that filters out strong candidates unnecessarily.\n",{"question":430,"answer":431},"What FLSA classification applies to a Product Design Director?","Most Product Design Director roles qualify as FLSA-exempt under either the executive exemption (if managing two or more employees and having hiring/firing authority) or the professional exemption (if the primary duty requires advanced knowledge in a field of science or learning). Exempt status requires a minimum salary of $684 per week as of 2024 — a threshold that all director-level design roles comfortably exceed. Confirm the specific duties test applies before classifying the role as exempt to avoid back-overtime liability.\n",{"question":433,"answer":434},"Should the job description be updated after someone is hired?","Yes. Job descriptions should be reviewed annually as part of the performance cycle and updated whenever the role's responsibilities, reporting structure, or compensation band changes materially. An outdated description creates pay equity exposure, FLSA reclassification risk, and — if incorporated into the employment contract — a potential breach of contract claim if the employer assigns duties outside the documented scope. Store the original signed version and each revision in the employee's personnel file with dates.\n",[436,440,444,448],{"industry":437,"icon_asset_id":438,"specifics":439},"SaaS / Technology","industry-saas","Responsibilities typically include design system ownership, cross-functional product squad leadership, and defining design metrics tied to activation and retention OKRs.",{"industry":441,"icon_asset_id":442,"specifics":443},"Financial Services / Fintech","industry-fintech","Accessibility compliance (WCAG 2.1 AA), regulatory UI disclosure requirements, and the need to balance conversion-optimized design with compliance constraints are distinctive accountability areas.",{"industry":445,"icon_asset_id":446,"specifics":447},"Healthcare / HealthTech","industry-healthtech","HIPAA-compliant UX patterns, clinical workflow research, and FDA software as a medical device (SaMD) design guidelines add domain-specific qualification requirements.",{"industry":449,"icon_asset_id":450,"specifics":451},"Retail / E-commerce","industry-ecommerce","A/B testing culture, conversion rate optimization metrics, mobile-first design at scale, and seasonal campaign design coordination with marketing are defining accountability areas.",[453,456,459,461],{"vs":235,"vs_template_id":454,"summary":455},"D{VP_PRODUCT_DESIGN_ID}","A VP of Product Design oversees multiple directors, sets enterprise-wide design strategy, and typically reports directly to the C-suite with board visibility. A Product Design Director leads a specific team or product area and reports into the VP or CPO. The two documents differ in scope of authority, span of control, compensation band, and FLSA exemption basis — using the wrong template inflates or deflates the role and creates grade-leveling inconsistencies.",{"vs":231,"vs_template_id":457,"summary":458},"D{SENIOR_PRODUCT_DESIGNER_ID}","A Senior Product Designer is an individual contributor who executes complex design work independently, typically without direct reports. The Product Design Director role adds people management, cross-functional leadership, and strategic planning accountabilities. Conflating the two leads to misclassification, incorrect FLSA exempt status, and compensation benchmarking errors.",{"vs":250,"vs_template_id":251,"summary":460},"A job description defines the role and its requirements for hiring and performance management purposes. An executive employment contract governs the legal terms of the relationship — IP assignment, non-compete, severance, and equity. For a director-level design hire, both documents are needed: the job description as Schedule A attached to the employment contract, with the contract terms prevailing in any conflict.",{"vs":108,"vs_template_id":243,"summary":462},"An independent contractor agreement is appropriate when engaging a design leader as a fractional or project-based consultant rather than a permanent employee. Misclassifying a director-level employee as a contractor exposes the company to back taxes, benefit liability, and penalties. The decision point is behavioral control — if the company controls how and when the work is done, the worker is an employee, not a contractor.",{"use_template":464,"template_plus_review":468,"custom_drafted":472},{"best_for":465,"cost":466,"time":467},"HR teams and founders hiring a Product Design Director in a single US state with a straightforward org structure","Free","30–60 minutes",{"best_for":469,"cost":470,"time":471},"Roles posted across multiple states with pay transparency requirements, or where the description will be incorporated into an employment contract","$300–$600 for a 1–2 hour employment lawyer review","2–4 business days",{"best_for":473,"cost":474,"time":475},"Executive design hires with equity, cross-border postings, or companies in heavily regulated industries requiring domain-specific qualification language","$1,000–$3,000+","1–2 weeks",[477,482,487,492],{"code":478,"name":479,"flag_asset_id":480,"note":481},"us","United States","flag-us","Pay transparency laws in California, Colorado, New York, and Washington require salary ranges in all job postings, including remote roles open to residents of those states. The FLSA executive exemption requires the employee to manage at least two full-time employees and have genuine hiring and firing authority — confirm the role meets the duties test, not just the salary threshold. Non-compete enforceability varies by state; California bans them entirely for employees.",{"code":483,"name":484,"flag_asset_id":485,"note":486},"ca","Canada","flag-ca","At-will employment language must be removed and replaced with notice-period and termination terms that meet provincial Employment Standards Act minimums. British Columbia and Prince Edward Island require pay range disclosure in job postings as of 2023–2024. Quebec postings must be available in French for provincially regulated employers. Non-solicitation and IP assignment clauses in offer packages must be supported by fresh consideration to be enforceable.",{"code":488,"name":489,"flag_asset_id":490,"note":491},"uk","United Kingdom","flag-uk","UK employers must provide a written statement of employment particulars — which may incorporate the job description by reference — on or before day one of employment. The Equality Act 2010 prohibits discriminatory qualification requirements; audit the required qualifications list for any criteria that could constitute indirect discrimination on the basis of age, sex, or disability. Post-employment non-competes must be reasonable in scope and duration to be enforceable.",{"code":493,"name":494,"flag_asset_id":495,"note":496},"eu","European Union","flag-eu","The EU Pay Transparency Directive (effective 2026) will require employers to disclose salary ranges in job postings across all member states. The EU Transparent and Predictable Working Conditions Directive requires written employment terms within 7 days of hire. General Data Protection Regulation (GDPR) applies to applicant data collected during the hiring process — include a brief candidate data processing notice or link to your privacy policy in the application instructions.",[251,243,498,499,500,501,502,503,504,505,506,507],"job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","employment-agreement_at-will-employee-D541","employee-handbook-D712","how-to-review-employee-performance-D12595","remote-work-agreement-D13282","employee-dismissal-letter-D508","organizational-chart-D12674","recruitment-and-hiring-policy-D13762","fixed-term-contract-D13225",{"emit_how_to":198,"emit_defined_term":198},{"primary_folder":97,"secondary_folder":510,"document_type":511,"industry":512,"business_stage":513,"tags":514,"confidence":520},"job-descriptions","form","general","all-stages",[515,516,517,518,519],"hiring","leadership","job-description","design","product-management",0.95,"\u003Ch2>What is a Product Design Director Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Product Design Director Job Description\u003C/strong> is a formal document that defines the scope, responsibilities, qualifications, reporting structure, compensation, and legal employment terms for a senior design leadership role. It functions simultaneously as a candidate-facing job posting, an internal grade-leveling instrument, and a baseline document for performance management and employment law compliance. Unlike a casual role brief, a properly constructed job description creates a defensible record of what the employer intended the role to be — relevant in FLSA exemption classification, pay equity audits, and wrongful termination proceedings.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Hiring a Product Design Director without a complete, legally reviewed job description creates exposure at every stage of the employment lifecycle. During recruiting, missing a salary range in a pay-transparency jurisdiction triggers regulatory fines. During onboarding, an ambiguous responsibilities section produces misaligned expectations that surface as performance disputes within the first year. During termination, a vague or outdated job description gives the employee's lawyer a viable argument that the stated grounds for dismissal were not established performance expectations. A signed, filed job description — incorporated by reference into the employment contract — closes these gaps before they open and gives HR teams a single authoritative source of truth for every decision made about the role from hire to exit.\u003C/p>\n",1779480647740]