Senior People Ops Generalist

What you’ll do

• Build manager enablement that actually sticks. As the organization grows we need to support the team’s development. You'll figure out how best to tool our managers for success and set a high performance culture. The goal is coaching, enablement and support, to ensure managers are equipped and accountable.
• Run people programs end-to-end. Own performance cycles and engagement surveys — designing, running, and iterating each cycle. You're not just administering the process; you're synthesizing what it tells us and turning it into recommendations we act on.
• Close the loop between People and Recruiting. Talent management starts at the first intro conversation through an individual’s tenure at Scribe. Help establish the feedback loop between who we hire, what core qualities are we looking for, and how someone is successful at Scribe long-term.
• Execute our people roadmap. Partner with People leadership to prioritize initiatives and stay ahead of what employees and managers actually need.
• Contribute to compensation & total rewards. Help bring rigor and repeatability to what's currently ad hoc – comp requests, market benchmarking, and building a clearer picture of what attracts and retains great people at Scribe.
• Build what doesn't exist yet. From lifecycle improvements to new engagement initiatives – take a direction and run with it, or identify the gap yourself.

What Makes You a Great Fit

• 5+ years in People/HR at a fast-growing company, ideally with direct experience of what breaks as a company scales
• You form a point of view fast and move on it – you know how to operate with speed and limited resources
• You don't just report what the data says; you have a perspective on what it means and what to do about it
• You naturally pull people around you along; you make teammates better without needing a formal mandate to do it
• Comfortable holding competing priorities without dropping any, and knowing when to pivot
• You're energized by the pace of change at this stage and you learn fastest when the playbook doesn't exist yet

Nice to Have

• You've worked in a combined People function and understand how People and Talent inform each other
• You have experience coaching managers, not just handing them a policy doc
• Experience at a later-stage company, with the judgment to spot what we should be building now that we aren't
• Familiarity with people metrics and how to benchmark them

Compensation

• $120K–$140K base + equity

Benefits

• Health, dental, and vision insurance
• Flexible paid time off and company holidays
• 401(k) retirement plan
• Paid parental leave
• Daily catered lunches (SF-based roles)
• Commuter benefits
• Home office stipend