Original listing text, shown exactly as published by the company.
Key Responsibilities
System Optimization & Automation
- Infrastructure Integration: Lead the end-to-end integration and optimization of our core People tech stack (HiBob, Deel, Paylocity, Carta), ensuring seamless data flow, minimal manual intervention, and a true single source of truth.
- HRIS Strategy & Data Governance: Own the People systems architecture, including data integrity, access governance, and scalable design to support global growth and reporting needs.
- Process Automation & AI Enablement: Identify and implement automation opportunities across People Operations, leveraging technology and AI to increase speed, accuracy, and team efficiency.
- SOP Development: Architect and maintain a comprehensive People Ops SOP library, documenting and standardizing workflows to drive consistency and operational excellence across regions.
- Process Refinement: Continuously audit and improve global people processes, applying lean methodologies to reduce friction, increase responsiveness, and enhance the employee experience.
Compliance & Governance
- Global Compliance Management: Ensure adherence to US and international labor laws, including employment practices, leave administration, immigration, and contractor compliance.
- Audit Leadership: Serve as the primary People Ops lead for SOC2 and other audits, ensuring all people-related controls are documented, tested, and maintained.
- Policy Development & Governance: Develop, maintain, and evolve global People policies that are clear, compliant, and aligned with company values and operating principles.
- EOR & Global Employment Oversight: Oversee Employer of Record (EOR) relationships and global employment structures, ensuring compliant and scalable international hiring practices.
Total Rewards & People Programs
- Compensation & Bonus Programs: Lead the design and execution of compensation programs, including annual compensation reviews, new hire offers, and the Leadership Bonus program—ensuring fairness, competitiveness, and alignment with company performance.
- Equity Strategy: Partner with Finance and Leadership to develop and operationalize a sustainable equity strategy that supports retention and long-term value creation.
- Global Benefits Strategy: Design and manage a global benefits framework, continuously evaluating market trends to ensure competitive and locally relevant offerings.
Operations, Analytics & Execution
- People Operations Delivery: Operationalize end-to-end people processes across the employee lifecycle (hire to exit), ensuring a seamless, compliant, and high-quality employee experience globally.
- Workforce Analytics & Reporting: Build and maintain dashboards, reporting, and analytics to inform decision-making, headcount planning, and strategic workforce insights.
- Cross-Functional Partnership: Partner closely with People Business Partners, Recruiting, IT, Finance, and Legal to translate strategy into scalable, operational execution.
- Change Management & Communications: Lead change management efforts for new systems, policies, and programs, ensuring clear communication, strong adoption, and minimal disruption.
- Project Leadership: Drive high-impact, cross-functional projects and initiatives that support company growth and evolving organizational needs.
Team Leadership & Capability Building
- Team Leadership: Build, lead, and develop a high-performing People Operations team, fostering a culture of ownership, speed, and continuous improvement.
- Operational Excellence Mindset: Establish clear standards for execution, accountability, and service delivery across the People Operations function.
Qualifications
- Experience: 10+ years of progressive HR/People Operations experience, with at least 3 years in a team leadership role ideally within a high-growth tech environment.
- Technical Mastery: Proven track record of implementing and integrating HRIS, Payroll, and
- Operational Rigor: Deep experience with process refinement, SOC2 compliance and building internal SOP libraries from scratch.
- Analytical Mindset: Strong competency in compensation modeling, equity mechanics, and data-driven decision-making.
- Global Perspective: Experience managing People Operations across multiple international entities and understanding the nuances of global benefits and labor compliance.
- Education: Bachelor’s degree in HR, Business, or a related field; SHRM-SCP or SPHR certification is a plus.…
