People Operations Manager

About the role

We’re looking for a People Operations Manager to help build and run the people systems that allow Stuut to scale. This is a foundational People role. You’ll own the core operating infrastructure across the employee lifecycle: onboarding, performance management, employee data, people systems, compliance, documentation, manager support, and employee experience. You will bring structure to a fast-moving environment without slowing the company down. This is a great fit for someone who has operated in a high-growth startup, knows what strong People Operations looks like, and is excited to build practical, scalable processes from the ground up. You should be comfortable moving between strategy and execution — writing the policy, fixing the workflow, coaching the manager, updating the HRIS, and improving the process for next time. You’ll work closely with Finance, Legal, Recruiting, Leadership, and managers across the company.

Responsibilities

• Own and improve the employee lifecycle from onboarding through offboarding.
• Build a high-quality onboarding experience that gives new hires clarity, context, and momentum from day one.
• Manage employee changes including promotions, role changes, manager changes, compensation updates, leaves, and exits.
• Create clear workflows and documentation so people processes are consistent, scalable, and easy to follow.
• Identify gaps in current People Operations processes and implement simple systems that improve execution.
• Design, launch, and manage performance review cycles, including timelines, communications, templates, calibration support, and completion tracking.
• Support compensation and promotion cycle logistics, including tracking, documentation, and process coordination.
• Partner with managers on performance conversations, feedback, employee relations, and day-to-day people management questions.
• Build manager resources, templates, and playbooks that help managers operate with consistency and high judgment.
• Help create a culture where expectations are clear, feedback is direct, and strong performance is recognized.
• Own and maintain our HR systems, employee records, workflows, and people data.
• Build the reporting layer for People Operations, including headcount tracking, onboarding status, review completion, employee changes, and other key people metrics