People Operations Manager
US$115,000 – US$140,000 / yr base salary
Posted 8 Oct 2026
Advertised as “Senior Manager, People Operations”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 6+ yrs
- Management level
- People management
- Employment
- Hybrid
- Contract
- Full-time
- Visa sponsorship
- Not offered
| Base salary | US$115,000 – US$140,000 / yr |
|---|
CertificationsSPHR
About the role
We're hiring a Senior Manager, People Operations to own HR end to end: payroll, benefits, employment tax, compliance, employee relations and our HRIS. You'll be our senior-most HR leader, reporting to the Chief of Staff and partnering closely with our hands-on CEO. Much of our workforce is global contractors, so you'll support both U.S. employees and an international contractor population.
This is a hands-on role. Much of our People foundation was built quickly, and we've inherited processes that work but need attention. Your job is to keep day-to-day operations accurate and reliable while steadily improving how we work, so the function matures with the business.
Best fit: an experienced HR or People Ops manager who has done the hands-on work and is ready to own the whole function. There's room to grow toward “Director” level as the function and scope grows.
What you'll own
Payroll, benefits and tax
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Run multi-state payroll, audits and reconciliations, and resolve issues quickly
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Own benefits administration, annual renewal, open enrollment and broker relationships, with clear employee communication
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Keep employment tax filings and registrations accurate and on time, including Q4 filings and W-2s
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Manage compliance for our global contractor population
HRIS and systems
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Lead our in-flight migration to BambooHR: data cleanup, testing, parallel payroll runs, cutover and adoption
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Own PeopleOps systems, vendors and budget
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Keep employee data clean and audit-ready
Employee relations and compliance
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Handle HR cases: investigations, corrective action, performance issues, accommodations and terminations
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Coach managers through sensitive situations, and bring in outside counsel when needed
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Own the handbook, policies and compliance calendar (I-9, EEO-1, ACA, leave laws, postings)
Employee lifecycle
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Own onboarding through offboarding, including new-hire orientation
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Turn manual, inconsistent processes into documented, repeatable ones
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Partner with leaders on performance management, role clarity and org design