People Operations Lead

What You’ll Build

A people function that runs on systems, not memory. We have a solid base in our HRIS, policies, and handbook. You’ll decide what to bring in-house, what to automate with AI, and what to retire, and you’ll document it all so the function runs without depending on any one person.

Data that tells leadership the truth about the team. You’ll define the people metrics that matter, build the dashboards that track them, and turn the numbers into a story our executives can act on.

Total rewards that are competitive, fair, and defensible. You’ll own compensation, benefits, and equity, including salary bands, benchmarking, and pay equity analysis. Every comp decision should be consistent and easy to explain.

An employee experience worth showing up for. You’ll own the lifecycle from offer to exit, handle the benefits, leave, payroll, and immigration questions that need real judgment, and build how we recognize great work. As we double in size, you’ll help keep what makes this team feel like a team.

What Makes You Successful

5+ years in People Operations or HR, including time at an early-stage tech company that scaled from Series A or B.
Hands-on experience with a PEO and moving HR administration in-house.
Proven ownership of total rewards, including band design, benchmarking, and pay equity analysis.
Experience building AI-powered workflows in an HR or People context.
Analytically sharp, with advanced spreadsheet skills and strong fluency in HRIS and reporting tools.
Strong generalist foundations across benefits, leave, payroll, and compliance.
A track record of building process where none existed, and a habit of starting with a draft instead of waiting for a perfect brief.
High judgment and discretion. You know what to escalate, what to just solve, and how to handle sensitive matters well.
Clear, crisp written communication.