Business & People Operations Manager

Responsibilities

People operations and the employee lifecycle

Offer letters and offer packages for every candidate, including answering questions about offer terms and benefits

Onboarding end to end: pre-start coordination, first-day logistics, documentation, our buddy program, and follow-up through each employee's first weeks

Accurate and current employee records across our HR systems and internal files

Partnering with Insperity on annual benefits review and renewal, open enrollment, and 401(k) administration, while owning the internal project management, employee communications, and follow-through

Leaves of absence and accommodation requests, coordinated with Insperity

Performance review cycles, policy rollouts, required training, employee surveys, and the communications that go with each

Serving as the first point of contact for employees and managers on benefits, policies, and performance conversations, and knowing when to handle something directly, escalate it to the COO, or bring in Insperity or outside counsel

Offboarding, including documentation, exit interviews for voluntary departures, and identifying recurring themes worth acting on

Recruiting coordination during hiring ramps: interview scheduling, candidate communication, offer coordination, and a strong candidate experience throughout

Employee experience and team rituals, including company events, celebrations, recognition, and the small details that make the office a good place to work

Payroll

Owning semi-monthly payroll processing and timekeeping in Insperity, accurate and on time every cycle

Reviewing payroll inputs and catching discrepancies before payroll is submitted, then resolving anything that does come up quickly

Maintaining accurate payroll records and coordinating changes across employees, managers, and Insperity

Business and workplace operations

Acting as the first point of contact for office needs, coordinating with vendors, building management, and internal teams

Managing office supplies, equipment, services, and day-to-day workplace needs

Setting up new hires with desks, badges, parking, and equipment so they are productive on day one

Managing office security, access, visitor management, and workplace safety programs, including our Workplace Violence Prevention Plan and its required training

Tracking office expenses, vendor contracts, insurance policies, and service agreements for cost, renewal dates, and compliance

Maintaining organized People and business-operations records in Drive, with appropriate access and permissions

Finding and fixing the operational issues that slow the team down, and taking on ad hoc projects from the CEO and COO

Required

4+ years across People Operations, HR, or business operations, with hands-on ownership rather than support of someone else's processes

Direct experience running payroll. You have processed cycles yourself, caught errors before they became problems, and know how to troubleshoot when something goes wrong.

Working knowledge of California employment compliance, including required trainings and notices, leave administration, and wage-and-hour basics

Discretion and judgment. You will handle compensation, performance issues, and personal circumstances, and you know how to protect sensitive information and when something needs to go further.

Clear writing and reliable follow-through. Much of this job is explaining things to employees and managers so they land the first time, with several unrelated priorities moving at once.

What will make you successful

Payroll and employee records are accurate and on time

New hires are fully prepared and ready to go on day one

Benefits, reviews, trainings, and other recurring People processes happen on schedule

Employee and manager questions are handled quickly, thoughtfully, and appropriately

Compliance and workplace requirements are maintained without last-minute fire drills

The office runs reliably without founders or functional leaders chasing operational issues

Our recurring People and operations processes are documented well enough that they run the same way whether or not you are in the room

People trust you. You may be the first person someone talks to about something difficult, and you are calm, discreet, and consistent in how you handle it. The same instinct shows up in the small things: payroll being right, a laptop being ready, a policy being explained clearly. Together they decide whether the company feels well run.

You're a pathfinder. You look for the better version of a process rather than simply running the one you inherited, and you are comfortable making a call, documenting it, and improving it over time.

You're coachable. You ask for feedback, take it well, and get better fast. This is one of our core values.

You know when to escalate. Some questions are yours to answer and others belong with the COO, Insperity, or outside experts. Knowing the difference quickly matters more than knowing every answer yourself.

Nice to Have

Experience working with a PEO, particularly Insperity

Experience as the first dedicated People or Operations hire at a company

Startup experience at a company that grew quickly

Experience with recruiting coordination, benefits administration, or workplace operations