People Operations Manager

About the role

We're a fast-growing infrastructure company (currently 56 employees and growing) that's building a liquid market for GPU offtake. Our People Operations Manager will build and own the operational backbone of our People function.

Responsibilities

• Own the transition of outsourced HR operations in-house, stabilizing day-to-day support (onboarding paperwork, benefits, employee inquiries, etc) within the first 30-45 days
• Identify current and future opportunities for automation and scaling
• Administer open enrollment and manage our benefits broker relationship directly
• Handle sensitive leave situations (CFRA, PDL, ADA interactive process) with discretion and rigor
• Bring an operational lens to People decisions, surfacing risks, dependencies, and tradeoffs early, and helping leadership navigate complex situations with sound judgment
• Use data and operational insights to catch issues early and improve programs, building just enough reporting and process to operate proactively rather than reactively

Requirements

• 6+ years of HR generalist or People Operations experience, including time in a lean function (1-3 people) at a company under ~150 employees
• Full ownership experience with an HRIS platform: payroll, integrations, permissions, data integrity not just end-user familiarity
• A track record of stabilizing an operational function quickly after joining a company, ideally from an undocumented or loosely-defined starting point
• Working knowledge of California employment law (FEHA, CFRA/PFL, exempt classification, final pay)
• Experience owning benefits administration and leave management directly, including sensitive or confidential situations
• A bias toward building rather than maintaining: you can point to something you built from scratch and owned end-to-end, HR-related or not
• Strong candidate may have partnered with leadership on employee relations matters and performance management processes, escalating complex or high-risk situations appropriately
• Design or overhaul a performance review cycle
• Direct hands-on experience with Gusto specifically

Qualifications

• Full ownership experience with an HRIS platform: payroll, integrations, permissions, data integrity not just end-user familiarity
• Track record of stabilizing an operational function quickly after joining a company, ideally from an undocumented or loosely-defined starting point
• Working knowledge of California employment law (FEHA, CFRA/PFL, exempt classification, final pay)
• Experience owning benefits administration and leave management directly, including sensitive or confidential situations
• Bias toward building rather than maintaining: you can point to something you built from scratch and owned end-to-end, HR-related or not
• Strong candidate may have partnered with leadership on employee relations matters and performance management processes, escalating complex or high-risk situations appropriately
• Designed or overhauled a performance review cycle
• Direct hands-on experience with Gusto specifically

Skills

• Operational lens to People decisions
• Data-driven decision making
• Ability to handle sensitive leave situations
• Experience with HRIS platforms
• Knowledge of California employment law
• Experience with benefits administration and leave management

Benefits

• Generous equity grant
• Competitive salary
• Team members are offered a competitive salary along with equity in the company
• Visa Sponsorships
• Retirement matching
• Medical, dental & vision insurance
• Unlimited paid time off
• 10+ observed holidays
• Parental leave
• Daily lunch covered
• Unlimited office book budget

Pay

Competitive salary and equity

Schedule

Hybrid work from home with a minimum of three days a week in the office