Senior Manager, People Operations

Role Overview

• Own the build, rollout, and ongoing management of performance management programs (review cycles, calibrations, feedback frameworks)
• Operationalize leveling frameworks through clear documentation, tools, and manager guidance
• Build and maintain role-based competency frameworks aligned to organizational levels
• Own execution of performance cycles, ensuring consistency, quality, and timeliness
• Identify skill gaps through data and translate insights into actionable programs
• Support succession planning and internal mobility by maintaining accurate talent data and visibility
• Partner with VP of People and external partners to build and document compensation structures aligned to leveling
• Standardize and maintain job descriptions across the organization, ensuring alignment to leveling, scope, and role clarity, in partnership with managers and HRBP
• Own and continuously improve a scalable, structured onboarding experience across corporate and clinical teams
• Define and implement 30/60/90-day frameworks in partnership with hiring managers
• Ensure onboarding programs translate effectively across distributed and agency-based workforces
• Build and standardize offboarding processes, including knowledge transfer and exit insights
• Develop manager toolkits, playbooks, and training to support performance, feedback, and team leadership
• Partner with HRBP to ensure consistent adoption of People programs
• Establish clear guidance for documentation, feedback, and escalation pathways
• Ensure managers are equipped to apply leveling, performance, and compensation frameworks effectively
• Own People systems (HRIS and related tools), including implementation, optimization, and ongoing management
• Drive cross-functional alignment across People, Recruiting, Finance, and business teams to ensure successful rollout of programs
• Lead change management and communication for new People initiatives to drive adoption across the organization
• Build and maintain process documentation, workflows, and operational playbooks
• Ensure data integrity, reporting accuracy, and audit readiness
• Provide payroll oversight support, building redundancy into existing processes
• Evaluate and recommend tools and system enhancements based on business needs
• Leverage workforce data and reporting to identify trends, gaps, and opportunities (capacity, attrition, skill gaps) and inform decision-making
• Provide insights and recommendations to inform workforce planning, org design, and hiring decisions in partnership with the VP of People and Finance
• Partner with Talent Ops to ensure accuracy, integrity, and usability of workforce data and dashboards
• Support employee classification audits (W2, contractor, exempt/non-exempt) in partnership with legal counsel and VP of People
• Provide day-to-day manager support on performance, team health, and organizational challenges (if needed)

Requirements

• Experience building and scaling People programs and operations in a high-growth (Series A–C) environment
• Proven ability to translate strategy into execution and drive cross-functional adoption
• Deep expertise in performance management, leveling, and employee lifecycle programs (onboarding through offboarding)
• Strong experience owning and optimizing People systems (HRIS), data integrity, and compliance processes
• Ability to operate effectively in ambiguity and build from scratch in a fast-paced environment
• High ownership mindset with strong attention to detail and operational rigor
• Strong communication and collaboration skills across functions and distributed teams

Benefits

• Health, dental, and vision insurance
• Flexible PTO
• Work from home options
• Professional development budget
• Support for continuing education