Senior Manager, People Operations

About the role

Scale Computing is looking for two Senior Managers, People Operations to help build a modern, scalable, and high-performing People function. Each role is the hands-on People partner for one of our US offices and a group of remote teams, and owns one company-wide program: HRIS and People Data, or Talent Acquisition. We are about 530 people across the US, India, Canada, Brazil, and EMEA, and we have roughly doubled through acquisitions. We're looking for builders who can partner with leaders today while creating a better way to run People Operations tomorrow.

Responsibilities

• Serve as the primary People partner for managers and employees in your office (Austin and Tallahassee, or Indianapolis) and your assigned US remote teams.
• Coach managers on performance, team structure, and difficult conversations.
• Resolve employee relations matters for employees up to the director level, escalating director-and-above matters to the Chief People Officer.
• Help integrate acquired employees and teams into Scale's People practices.
• Run full-cycle searches from intake to offer, including technical roles.
• Partner with hiring managers on role definition, interview plans, and timely decisions.
• Spend roughly 25–50% of your time on recruiting, depending on your program.
• Deliver merit, performance, and promotion cycles for your populations, using frameworks designed by the Chief People Officer.
• Help managers make fair, consistent, and well-documented decisions.
• Identify opportunities to automate, simplify, or eliminate manual People processes.
• Build AI-enabled workflows, tools, and resources for employees, managers, and the People team.
• Promote responsible and practical use of AI across People Operations.
• Own one company-wide program (HRIS & People Data or Talent Acquisition) as assigned at offer based on strengths.
• For HRIS & People Data: Own Paylocity and broader People technology ecosystem; configuration, access, workflows, vendor relationships; build reliable source of truth for employee data across acquired businesses; develop People reporting and dashboards; partner with Finance on headcount reporting; keep payroll and benefits data accurate in partnership with global payroll and benefits lead.
• For Talent Acquisition: Own recruiting end to end for roles below VP (≈5–6 hires/month); maximize applicant tracking in Paylocity; build structured interviews and scorecards; train hiring managers; enforce clear feedback timelines; manage search firms for VP-level and hard technical roles and any contract recruiters.

Requirements

• 8+ years of progressive HR experience, including at least 3–4 years as a hands-on HR generalist.
• Broad working knowledge across multiple areas of HR rather than experience in only one specialty.
• Full-cycle recruiting experience, including technical roles.
• Track record of building an HR program, process, or system from scratch, ideally on a lean team.
• Hands‑on depth in at least one of: HRIS administration and People analytics, or running a recruiting function.
• Strong working knowledge of US employment law and employee relations.
• Credibility and judgment to advise senior leaders and handle sensitive employee matters.
• Comfort operating with autonomy in a fast‑moving environment with evolving priorities.
• Curiosity about, and hands‑on use of, AI, automation, and People technology.
• Experience in a private‑equity‑backed, post‑merger, or high‑growth company preferred.
• Experience supporting a global or multi‑country workforce preferred.
• Experience with Paylocity is a plus.

Schedule

This is an in‑office role, five days a week, based in our Austin, TX or Indianapolis, IN office.