People Operations Lead

Role Overview

• Serve as Seer's People Partner (HRBP) across all business units, acting as a trusted advocate for your stakeholders. Build strong relationships with business unit leaders and employees alike, balancing empathy with sound guidance to ensure our people strategy aligns with business goals.
• Handle Complex Situations with Judgment and Care: Own sensitive employee relations matters end-to-end
• including conflict resolution, medical accommodations, leave cases, and legal partnerships
• balancing fairness, empathy, and business priorities. Serve as the PX team's primary liaison to legal counsel.
• Lead and Project Manage Org-Wide People Initiatives: Own complex, cross-functional programs from philosophy-setting through execution and communication. Advise on compensation strategy, own role transitions, maintain HR policies, and regularly brief the VP of People on organizational health, emerging themes, and recommended actions.
• Own Learning & Development and Manager Enablement: Set the philosophy and roadmap for organizational learning. Build and facilitate content for our Lunch & Learn series and LMS (Seismic), design manager-specific and IC curricula, and translate organizational listening into actionable enablement experiences
• workshops, lessons, and automation-assisted tools.
• Lead Bi-Annual Performance Calibrations: Facilitate calibration sessions across business units, coaching leaders on consistency and fairness. Surface patterns to inform strategic recommendations and connect the dots between performance data, culture signals, and people priorities.
• Manage and Develop the People Operations Team: Directly manage the People Operations Senior Associate with coaching, goal-setting, and growth support. Maintain working knowledge of all core PX programs
• recognition, anniversaries, benefits, onboarding, offboarding
• and own key broker and vendor relationships as needed.
• Champion Culture and Engagement: Partner with the VP of People Experience on org-wide people initiatives. Regularly assess business unit health through conversations, feedback, and engagement data
• surfacing opportunities for connection, belonging, and culture-building before they become gaps.
• Innovate Through AI and Tooling: Proactively identify opportunities to streamline people workflows through technology. Build or commission AI-powered tools, automations, and Claude-based agents that remove friction for managers and team members at scale.

Requirements

• Exceptional Emotional Intelligence: Your natural empathy and strong interpersonal skills make you an approachable, trusted advisor for employees at all levels of the organization.
• Strategic, Human-Centered Problem Solving: You excel at balancing the people component of every decision with the broader organizational needs, creating solutions that benefit both the team and the business.
• In-depth People and Organizational Insight: Your ability to read between the lines and pick up on unspoken dynamics allows you to act preemptively to support the team and address potential conflicts before they escalate.
• Culture Leadership: You are passionate about cultivating a strong, values-driven culture that inspires engagement and commitment. Your creativity and energy help shape initiatives that reinforce belonging and shared purpose.
• Exceptional Communication and Influence Skills: You know how to have tough conversations, provide constructive feedback, and inspire action through storytelling and clarity of vision.
• Leverage AI and Automation for People Insights: Utilize AI-driven analytics to identify trends in employee engagement, retention, and performance. Use predictive insights to proactively address potential challenges and optimize people strategies.
• Enhance Efficiency with AI-Powered Tools: Streamline HR processes such as feedback analysis, performance tracking, and talent development through AI-driven automation, freeing up time for strategic initiatives and high-impact coaching.
• Cross-Functional Platform Fluency: Navigate and administer across core HR and learning platforms including Small Improvements, BambooHR, Athena, and Seismic. Capable of configuring and creating content within these systems, not just operating them.
• Trend Synthesis and Strategic Recommendation: Connect signals from disparate conversations, data sources, and org-wide listening to surface performance gaps, cultural patterns, and systemic blockers, then translate those into concrete, actionable recommendations.

Benefits

• Total compensation for this role is $100,000-115,000
• Your final offered compensation will be determined by your skills and experience
• Evaluation of comp at least once a year
• Benefit highlights