We are looking for a highly organized, thoughtful, and execution-focused People Operations Manager to join our People team. This is a manager-level individual contributor role responsible for owning and continuously improving the core People operations that support our employees throughout their lifecycle.

As we invest in how AI can improve the way we work, we are looking for someone who brings an AI-enabled mindset to People Operations—constantly looking for ways to simplify work, automate processes, and build more scalable employee experiences.

Key Responsibilities

People Operations & Employee Lifecycle

• Own the end-to-end employee lifecycle, including onboarding, employee changes, leaves, and offboarding, ensuring a seamless and high-quality employee experience.
• Manage and continuously improve People Operations processes, workflows, documentation, and internal resources.
• Serve as a primary point of contact for employees on People-related questions, policies, benefits, leaves, and workplace resources.
• Partner with Finance, IT, Recruiting, Legal, and other teams to ensure People processes and employee changes are executed accurately and on time.

HRIS, Data & Compliance

• Own the day-to-day administration and data integrity of our HRIS, including employee records, job and compensation changes, and organizational data.
• Conduct regular audits and maintain People reporting to ensure data is accurate, complete, and compliant and to identify trends and opportunities for improvement.
• Support HR compliance, including employee classifications, required documentation, policy updates, audits, and state-specific requirements.
• Manage leave-of-absence processes and partner with Legal on employee relations and more complex employment or compliance matters.

Benefits

• Serve as an internal resource for employee benefits questions.
• Partner closely with our benefits broker and vendors to evaluate plan performance, analyze utilization and costs, troubleshoot issues, and support annual renewals and open enrollment.

Manager Support & People Programs

• Serve as a trusted People resource to managers, providing guidance on People policies, performance management, employee concerns, and routine employee matters.
• Coordinate key People programs, including performance review and calibration cycles and related communications.
• Support People programs that strengthen employee experience, engagement, and company culture.
• Partner with Recruiting to ensure a seamless transition from candidate to employee and strong handoffs between Recruiting and People Operations.

AI Enablement & Operational Excellence

• Proactively identify opportunities to use AI and automation to reduce manual work, improve workflows, and make People information easier to access.
• Build, test, and improve AI-enabled workflows and tools while maintaining appropriate confidentiality, judgment, and human oversight.

What We Are Looking For

• 6+ years of experience in People Operations, HR Operations, or HR Generalist roles, ideally in a fast-growing technology or similarly dynamic environment.
• Demonstrated experience independently owning core People Operations processes and the employee lifecycle.
• Strong HRIS experience; experience with Rippling is a plus.
• Experience administering benefits and partnering with brokers and vendors, including analyzing plan costs, utilization, or performance.
• Working knowledge of HR compliance, leaves, employee relations, and employment practices, with sound judgment around when to involve Legal or other specialists.
• Experience supporting performance management cycles and company-wide People programs.
• Demonstrated interest and experience using AI and automation in a professional setting; experience building AI-enabled workflows, automations, or internal tools is a strong plus.
• Exceptional attention to detail, operational rigor, and project management skills, with the ability to manage multiple priorities and follow through reliably.
• A calm, thoughtful, and solution-oriented approach when navigating changing priorities or sensitive employee situations.
• Strong communication and interpersonal skills, with the judgment and discretion required to handle confidential employee matters.
• A growth mindset and a desire to continuously improve how work gets done.
• Experience partnering withTalent Acquisition teams