People Operations Manager

What You’ll Own

People Programs & Employee Lifecycle

• Own and improve the employee lifecycle from onboarding through offboarding.
• Build a high-quality onboarding experience that gives new hires clarity, context, and momentum from day one.
• Manage employee changes including promotions, role changes, manager changes, compensation updates, leaves, and exits.
• Create clear workflows and documentation so people processes are consistent, scalable, and easy to follow.
• Identify gaps in current People Operations processes and implement simple systems that improve execution.

Performance, Feedback & Manager Support

• Design, launch, and manage performance review cycles, including timelines, communications, templates, calibration support, and completion tracking.
• Support compensation and promotion cycle logistics, including tracking, documentation, and process coordination.
• Partner with managers on performance conversations, feedback, employee relations, and day-to-day people management questions.
• Build manager resources, templates, and playbooks that help managers operate with consistency and high judgment.
• Help create a culture where expectations are clear, feedback is direct, and strong performance is recognized.

People Systems, Data & Operations

• Own and maintain our HR systems, employee records, workflows, and people data.
• Build the reporting layer for People Operations, including headcount tracking, onboarding status, review completion, employee changes, and other key people metrics.
• Improve systems hygiene across HRIS, payroll, benefits, documentation, and employee records.
• Use automation and AI tools to reduce manual work and make the People function more effective.
• Partner with Finance and Leadership on headcount planning, organizational changes, and operating cadence.

Benefits, Compliance & Documentation

• Manage benefits administration and partner with our PEO, brokers, payroll providers, legal counsel, and other external partners as needed.
• Help ensure Stuut’s people processes are compliant, well-documented, and scalable across states and growth stages.
• Own employment documentation, policy administration, employee handbook updates, and recurring compliance workflows.
• Handle sensitive employee information with discretion, professionalism, and sound judgment.
• Escalate complex issues appropriately while independently solving the things that should not require escalation.

Culture, Communication & Employee Experience

• Help build the rituals, resources, and programs that make Stuut a high-trust, high-performance workplace.
• Own employee communications for People programs, including onboarding, reviews, benefits, policy changes, and engagement initiatives.
• Maintain employee guides, internal People resources, and documentation.
• Support employee engagement and connection programs that are meaningful, lightweight, and aligned with how Stuut works.
• Help the company preserve speed, ownership, and talent density as we scale.

What We’re Looking For

• Strong experience building and running core People processes such as onboarding, performance reviews, manager workflows, employee changes, benefits, compliance, and documentation.
• Experience owning HR systems and workflows; experience with Rippling or a PEO environment is strongly preferred.
• Strong project management skills and the ability to drive multi-stakeholder processes end-to-end.
• Excellent judgment, discretion, and professionalism when handling sensitive employee matters.
• Strong written communication skills; you can write a clear policy, manager guide, employee memo, or process doc without needing heavy editing.
• Analytical and systems-oriented; you are comfortable with spreadsheets, HRIS data, dashboards, and operational reporting.
• Practical builder mindset; you know how to introduce structure without creating bureaucracy.
• High emotional intelligence and the ability to build trust with employees, managers, and executives.
• Bias toward action; you solve problems, find answers, and keep moving even when the process is not yet fully defined.

Who You Are

• You are an owner. You take responsibility for outcomes, not just tasks.
• You are organized and detail-oriented, but you do not confuse process with progress.
• You are comfortable in ambiguity and can turn messy problems into clear next steps.
• You have high standards and care about building a company where excellent people can do the best work of their careers.
• You communicate directly, thoughtfully, and with good judgment.
• You are excited by AI and curious about how People teams can use AI to operate at a higher level.
• You want to be close to the company-building work, not tucked away in a back-office function.
• You are low ego, high intensity, and energized by working with ambitious teammates.

Why Join Stuut?

• Category-defining opportunity: We are building AI agents for one of the most important workflows in finance — getting companies paid.
• Real ownership: This is a foundational People role with meaningful surface area from day one.
• High-caliber team: You’ll work with sharp, ambitious people who care deeply about speed, quality, and impact.
• Enterprise AI at the frontier: We are applying AI to complex, high-value financial workflows where accuracy, trust, and execution matter.
• Company-building role: You’ll help shape the operating system for how Stuut hires, develops, supports, and retains great people.
• Direct leadership exposure: You’ll partner closely with executives and managers as the company scales.
• Real upside: You’ll join early enough to help build the foundation and benefit from the value created.

Compensation

Top-of-market salary and equity package. Benefits (for U.S.-based full-time employees) include medical, dental & vision insurance, 401(k) & match, equity, flexible PTO, and parental leave.