Senior People Ops Manager

Role Overview

• Builder First: You don't wait for a playbook
• you write it. You have built HR infrastructure from scratch and know what order to do things in.
• L&D Champion: You believe that learning is a business lever, not an HR checkbox. You have designed programs that actually changed how people work.
• Trusted Partner: Employees bring you their real concerns. Leaders bring you their honest problems. You hold both with discretion and zero drama.
• Systems Thinker: You see the process behind every problem. You build things that outlast your involvement.
• Coach, Not Enforcer: You build manager capability through relationships and real conversations
• not compliance checklists.
• High EQ, High Output: You can hold space for a sensitive employee conversation in the morning and present a talent framework to leadership in the afternoon.

Requirements

• 5–8+ years in People Ops, HR Business Partner, or a closely comparable role, ideally inside a high-growth startup or e-commerce environment
• Proven track record building HR infrastructure from scratch: career ladders, review cycles, L&D programs, and HR policies
• Demonstrated experience designing and running Learning & Development initiatives
• not just coordinating training
• Comfortable operating as the only People Ops presence in the room and making the call when there is no precedent
• Lattice-Fluent: You have been in the tool, not just heard of it. You can diagnose what is broken and fix it.
• HR infrastructure design: career ladders, performance frameworks, policy documentation
• Learning & Development: curriculum design, program management, manager enablement, vendor or platform evaluation
• Lattice administration and optimization: review cycles, 360s, goal tracking
• Employee relations: discretion, neutrality, and sound judgment in sensitive situations
• Manager coaching and facilitation: building capability through relationships
• PEO familiarity: onboarding, offboarding, and compliance workflows (Justworks or similar)
• HR systems audit and tooling evaluation: diagnose what exists, build what doesn't, optimize for scale
• Executive reporting: translating People Ops data into ROI-focused insights for leadership
• Experience partnering directly with a founder or small leadership team who previously owned people functions themselves
• Background in e-commerce, retail tech, or similarly fast-moving consumer businesses
• Prior fractional, embedded, or consulting experience — you know how to operate with authority inside someone else's org

Benefits

• Professional development opportunities