Head of People Operations

The Patrick J. McGovern Foundation is a $1.5 billion philanthropy focused on artificial intelligence, data science, and public interest. The Head of People Operations will lead various aspects of the People and Culture function, including employee relations, manager development, and talent acquisition, ensuring the team is supported and developed to fulfill their mission.

Responsibilities:

• Lead employee relations responsibilities and serve as a primary point of contact for employee questions, concerns, and policy interpretation. Independently handle employee relations matters, including advising managers on performance and conduct issues and resolving workplace concerns with limited oversight. Document issues and processes with precision. Exercise judgment in identifying and escalating highly complex or high-risk matters to the VP and outside counsel with a clear written record
• Design and run a manager coaching curriculum for people managers across all functions. Coach managers through employee relations situations: performance concerns, difficult conversations, team dynamics, and conflict resolution. Maintain and refine a manager toolkit to reduce reliance on P&C for routine people-related decisions. Identify capability gaps across the management layer and build targeted development responses
• Lead full-cycle recruiting for technical and non-leadership roles, includingsourcing, screening, interview design, and offer coordination. Manage the ATS and ensure a consistent, well-documented candidate experience. Develop interview frameworks tied to PJMF's competency model. Support the VP on senior searches
• Own the annual and mid-year review cycle end-to-end: system launch, communication, calibration preparation, timeline management, and quality review. Maintain and improve our performance management infrastructure on our 3rd party platform. Support managers in writing evidence-based assessments. Flag patterns across team ratings and bring a calibration perspective to the VP
• Build an annual L&D calendar aligned to organizational competency needs. Design onboarding that accelerates time-to-contribution for new hires. Source and manage external facilitators and vendors for specific programs or organizational needs
• Own day-to-day HR operations: new hire setup, offboarding, employment verifications, and status changes. Administer benefits in partnership with our PEO. Maintain compliance with federal and multi-state employment law requirements for a remote workforce. Manage record retention and I-9 compliance. Maintain HRIS accuracy and serve as the primary system administrator for all people systems