People Operations

What You'll Own

• Full HR lifecycle ownership: onboarding, offboarding, benefits administration, compensation, performance management, compliance, and employee relations, end-to-end
• Building for scale: design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume
• Comms & Employee relations: serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment
• Compliance: maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities
• Manager enablement: build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control
• Compensation and benefits: administer and optimize compensation structures and benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning
• Culture and engagement: design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers
• AI and technology: actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester
• HR systems and data: own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health

What We're Looking For

• 5–10 years of HR generalist experience, with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar
• Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them
• Proven track record managing HR through rapid growth; scaled an organization before and know what to build in anticipation of the next stage
• Strong employee relations experience; handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion
• Compliance fluency; know wage and hour law, FMLA, ADA, and state-specific requirements
• Experience supporting first-time and seasoned managers; built programs that actually help, not just decks that sit on a shelf
• Exceptional communication skills written and verbal; can translate complex HR concepts to employees, managers, and executives alike
• Analytical rigor; use data to diagnose problems, measure outcomes, and make decisions; comfortable owning HR metrics and presenting them with confidence
• Structured problem-solving; approach ambiguous, messy situations with a clear framework; identify root causes rather than treating symptoms
• First-principles thinking; don't default to "how it's always been done"; reason from the ground up and build what's actually needed
• Strong attention to detail; operate with a high degree of precision in documentation, compliance, and communications