# Senior People Operations Manager

**Company:** [Crusoe](https://hotfix.jobs/companies/crusoe)
**Location:** San Francisco, CA
**Role:** People Ops
**Salary:** $129k – $156k/yr
**Experience:** 7+ years
**Skills:** Rippling, Workday, Ashby, Teamohana, HRIS, ATS, Payroll, Headcount Tracking, Data Integrity, Process Optimization
**Posted:** 2026-04-11

> Designs and optimizes core People processes, ensures data integrity across HR systems, manages headcount tracking, and drives cross-functional partnerships in a fast-scaling tech company. Requires 7+ years in People Operations with HRIS/ATS expertise.

## Job Description

## What You'll Be Working On

### Process Design & Optimization
- Own the design of core People processes end-to-end — documenting how they work, identifying where they break down, and driving improvements that scale.
- Initial focus areas include the intersection of Talent Acquisition, People Ops, and Payroll, where process seams today create the most friction.

### Data Integrity & Consistency
- Serve as the company’s first line of defense for People data quality.
- Design and maintain the systems, structures, and workflows that keep People data accurate, consistent, and trustworthy across platforms.
- Establish the connective logic between the HCM, ATS, and other People systems — defining how data flows, where it lives authoritatively, and how discrepancies are prevented before they occur.
- Build data dictionaries, field-mapping standards, and integration checkpoints that create a durable single source of truth across the employee lifecycle.

### Change Management & Program Enablement
- Partner with internal stakeholders to design and operationalize change management plans for new programs, policy updates, and process transitions.
- Develop communication frameworks, build manager and employee-facing enablement materials, and ensure that changes land consistently across the organization.
- Operational owner of the "how we roll this out" question — identifying adoption risks early and building the scaffolding that makes change stick.

### Headcount Model Management
- Maintain and evolve headcount tracking systems to ensure real-time accuracy across the employee lifecycle.
- Point of accountability for data integrity across these platforms and the first to catch discrepancies before they become problems.

### Cross-Functional Partnership
- Serve as the operational connective tissue between People Ops, People Tech, Finance, Recruiting, and IT.
- Translate business needs into system requirements, surface process gaps to the right owners, and ensure that the way we work operationally keeps pace with how the business is growing.

## What You'll Bring to the Team
- **Collaborative Stakeholder Management**: Proven ability to build strong partnerships with People, Finance, IT and Executive leadership to drive cross-functional alignment.
- **Process Engineering**: A track record of identifying operational gaps and implementing scalable, documented solutions that improve organizational efficiency.
- **Systems Proficiency**: Technical mastery of HRIS and ATS platforms; specifically, a high level of comfort with tools such as **Rippling**, **Workday**, **Ashby**, and **TeamOhana**.
- **Data Rigor & Analytical Skills**: A meticulous eye for detail with the ability to audit large datasets and identify root causes of data discrepancies.
- **Workforce Operations Expertise**: Experience managing headcount tracking models and complex workforce data within a fast-paced environment.
- **Payroll & Compensation Knowledge**: Deep understanding of payroll submission workflows and the critical data points required for accurate compensation processing.

## Bonus Skills
- Experience Level: **7+ years** of experience specifically within People Operations at a high-growth technology company.
- Relevant Certifications: **PHR**, **SPHR**, or **SHRM-CP/SCP** certifications.
- Specialized Training: **Project Management Professional (PMP)** or certification focused on process improvement.
- Technical Implementation: Prior experience leading a large-scale HRIS implementation or system migration.

## Benefits
- Competitive compensation and equity packages
- Restricted Stock Units
- Paid time off, paid holidays & leave of absence programs
- Comprehensive health, dental & vision insurance
- Employer contributions to HSA account
- Paid parental leave
- Paid life insurance, short-term and long-term disability
- Professional development & tuition reimbursement
- Mental health & wellness support
- Commuter benefits (parking & transit)
- Cell phone stipend
- 401(k) Retirement plan with company match up to 4% of salary
- Volunteer time off
- Global travel insurance & emergency assistance
- Daily meals allowance
- Additional perks & programs specific to location

## Compensation Range
Compensation will be paid in the range of up to **$129,000-156,000 + Bonus**. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.

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