People Operations

About the role

We're bringing on our first dedicated People Operations hire to own the infrastructure that allows our employees at Pulley to do the best work of their careers. This is a hands-on, end-to-end role. You'll inherit a number of running operations and also launch net new programs. You'll be both the architect and the operator: building the playbooks, then running them.

Responsibilities

• Own the employee lifecycle. From onboarding to offboarding and everything in between.
• Oversee total rewards. Leveling, compensation cycles, and benefits administration.
• Build the performance and development engine. Lead the performance review process, design the manager enablement program, and operationalize internal pulse surveys.
• Be the trusted point for employee relations. Sensitive issues handled with care, discretion, and judgment.
• Be the bridge between the company and the technology we use. Hardware procurement, software access provisioning and deprovisioning, and partnering with Engineering / IT on security.
• Steward compliance and policy. Maintain the Pulley Employee Handbook, coordinate visa sponsorship, and organize People docs so employees can self-serve.
• Further belonging. Celebrations, swag, milestones, offsites, and the rituals that make Pulley feel like Pulley.

Requirements

• A builder. You see scattered processes and instinctively want to systematize them. You believe SOPs are an act of generosity to your future self and your teammates.
• You leverage technology to be maximally efficient.
• High-judgment, low-drama. You handle sensitive conversations with discretion and care, and you know when to escalate vs. resolve.
• A natural context switcher. Comfortable moving between onboarding, HRIS configurations, and a performance management conversation in the same morning, without dropping any of them.

Qualifications

• This role is 3x/week minimum in our NYC (FiDi) office.
• You likely have experience scaling a People Ops function, ideally as an early People hire at a fast-growing business.
• Outstanding writing ability. You'll write policies, comms, manager talking points, and SOPs constantly. The artifacts you develop is how People Ops scales.