Sr. Manager, People Operations

Your Role

We're looking for a thoughtful, pragmatic HR leader who leads with good judgment, adds structure without adding bureaucracy, and genuinely cares about building a workplace where people thrive. Reporting directly to the CFO, this role works closely with leadership and owns the full scope of the people function — from hiring and onboarding to culture, compliance, and everything in between. 

You'll lead a small team that supports recruiting coordination, office operations, and day-to-day HR administration, while remaining a hands-on contributor across all areas of the function. The right person for this role brings both operational rigor and strategic thinking. You're someone who can move fluidly between executing on the details and stepping back to think about how we build a people function that scales, without layers of process that slow us down.

Responsibilities and Duties 

• Recruiting & Onboarding:
• Lead full-cycle recruiting from kickoff to offer: conducting interviews, coordinating/ scheduling candidates, managing pipelines in Greenhouse, and partnering closely with hiring managers 
• Own recruiting strategy and planning: track year-over-year metrics, maintain a tight feedback loop with Finance on headcount forecasting, and think holistically about team structure and org needs as we grow
• Maintain a welcoming, consistent onboarding experience that sets new hires up for success from day one

• Benefits & HR Administration:
• Own benefits administration, open enrollment, and vendor relationships 
• Maintain HR systems, employee records, and data integrity 
• Drive the evaluation and migration to a new HRIS platform and proactively identify AI tools that can streamline efficiency and accuracy for the team 
• Own offboarding end-to-end, including exit interviews and documentation

• Culture & Employee Experience:
• Lead the team in developing employee programming that builds belonging and engagement: social hours, wellness events, townhalls, etc.
• Run engagement surveys and translate findings into action with leadership
• Champion a workplace culture that embodies our values of positivity, people, and performance

• Legal, Compliance & Policy:
• Maintain the employee handbook and proactively update policies and practices as regulations evolve
• Partner with legal counsel as needed on employee relations, investigations, and risk management

• Performance Management:
• Run and evolve our performance review process, including cycle timelines, manager calibration, and resourcing
• Help build a feedback-rich culture and partner with managers on coaching, PIPs, and employee development conversations

Qualifications and Skills