Senior People Operations Manager

About the Team

The People Operations team owns the systems, processes, and programs that make the employee lifecycle run — from day one through every transition in between. We believe that clean data, simple workflows, and well-designed technology are what let the rest of the People & Talent function do its best work.

About the Role

We're looking for a People Operations Manager who can look at a messy, ambiguous problem and turn it into a clear plan — then execute it. Day-to-day, you'll own our HR technology stack, lead process transformation across the employee lifecycle, and serve as the go-to partner for Payroll, IT, Legal, and the broader People & Talent team when something needs to be built, fixed, or rethought. You'll work directly with vendors, HRBPs, and leadership to make sure our operations are scalable, compliant, and actually simple to use. In the first year, success means moving us from where we are to where we should be: better-configured systems, documented processes, and a team that trusts what's in our tools.

Responsibilities

Lead HR operations programs end-to-end — define scope, owners, milestones, risks, and success measures, often starting from an undefined brief.

Serve as the primary functional owner for core People technology platforms (e.g., HRIS, ATS, LMS, performance tools), including configuration, upgrades, and feature evaluation.

Lead technology deployments, platform conversions, and module rollouts, coordinating across IT, HRIS, and vendor teams.

Research and benchmark HR technology trends to build and maintain a People tech roadmap that supports scale.

Apply AI and emerging tools to improve how the broader People Operations function works — not just your own workflow.

Establish and enforce data governance standards across HR systems to ensure accuracy, consistency, and audit readiness.

Design and implement a tiered HR support model with clear ownership, escalation paths, and defined service levels.

Map current-state and future-state workflows across People, Payroll, Finance, and IT to reduce manual work and maximize automation.

Author and maintain the SOP and documentation library at a function level — consistent, audit-ready, and accessible across the team.

Own end-to-end compliance for higher-risk programs including I-9/E-Verify, records retention, and system access auditing.

Monitor employment law and data privacy developments and translate changes into compliant system configurations and workflows.

Manage relationships with external partners, including EOR providers and software vendors, and lead escalations and accountability conversations directly.

Facilitate alignment among diverse stakeholders — from managers to HR leadership — adapting communication style and detail level to the audience.

We're Looking For Someone Who Has

Owned People Operations programs in a high-growth technology environment, including navigating ambiguity and building structure where little existed before.

Served as a functional owner or administrator for HR platforms such as an HRIS, ATS, or LMS — including configuration, rollouts, and cross-functional coordination with IT and vendors.

Built or contributed to a People technology roadmap, including evaluating tools, benchmarking options, and making a case to leadership for investment decisions.

Documented and redesigned people processes across the full employee lifecycle, with a track record of reducing manual steps and improving the experience for employees and operators.

Influenced cross-functional partners — in Payroll, Finance, IT, or Legal — to adopt new workflows or ways of working, without direct authority over those teams.

Applied structured project management practices to multi-stakeholder initiatives: clear plans, tracked dependencies, proactive risk communication, and executive-ready status updates.

Established or enforced data governance standards in HR systems, including data quality audits, mass change approvals, and corrective action with multiple teams.

Managed compliance programs (such as I-9/E-Verify, records retention, or data privacy requirements) with a proactive approach — building audits and controls before issues surface.

Communicated clearly and directly across levels — from frontline employees to leadership — and adapted the message without losing the substance.

Bonus Points For

Experience with Paylocity, Lattice, or ChartHop specifically, or a documented history of migrating between major HR platforms.

Familiarity with employer-of-record (EOR) models and the operational complexity of a distributed, global workforce.

Experience building or refining a tiered HR service model (self-service through HRIS escalation).

Applied use of AI tools to redesign team workflows, not just individual productivity.

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