loot-labs - People Operations Manager
Requirements
• A pragmatic builder. Someone is excited to create and improve processes at every step of the way. • An experienced People Ops pro who has supported the full scope from benefits, onboarding, payroll, compliance, and leave administration. • A trusted partner to managers and employees at every level. • Strong judgment, especially on employee relations and knowing what to handle vs. escalate • Hands-on with HRIS and comfortable owning people data, reporting, and audit readiness. • Solid grounding in employment and payroll compliance for a company our size
Responsibilities
• Implementing People programs: Support execution of people strategy end to end, independently working to build the process, document it, roll it out, train managers, and operate it on an ongoing basis. • Building & scaling People Ops processes: Identify gaps across onboarding, offboarding, and the broader employee lifecycle, and design scalable solutions that improve efficiency, accuracy, and experience. You know what it takes to uplevel these processes and run them cleanly at scale, and you do it proactively. • Onboarding & offboarding: Own and evolve onboarding as a core People Ops program: pre-boarding, Day 1, and initial ramp, keeping it high-quality, consistent, and continuously improving as we grow. Run offboarding with the same care and consistency. • Payroll operations: Own payroll operations end to end: accurate, on-time, compliant runs, and improve the process and controls as we scale. • Benefits administration: Day-to-day benefits operations, enrollments, and changes, and being the trusted first point of contact for employee benefits questions. • Leave & accommodation: Own the full lifecycle — intake, coordination, and documentation — ensuring a smooth experience for the employee throughout. • HRIS, data & audit readiness: Keep the HRIS accurate, complete, and audit-ready. Proactively catch issues, support compliance processes, and use reporting and analytics to surface trends and drive improvements. • Employee & manager partnership: Be the reliable, trusted front door for employee and manager questions and continuously improve self-service resources so the function scales. • Compliance: Keep us compliant on the day-to-day basics and spot where a process is breaking before it becomes a problem. • WHAT SUCCESS LOOKS LIKE • Our eNPS will be a guiding success metric for our team. If this role succeeds, employees view our company and our programs favorably. • Employees and managers get accurate, friendly support and treat you as a genuine partner. • Payroll, benefits, leave, and HRIS run reliably and accurately with very little oversight needed • Our People Ops programs visibly get better over time; you're leaving things better than you found them. • Onboarding and offboarding are consistent, high-quality, and scalable as we grow. • Issues get caught early; the right things are surfaced at the right time, not buried in the routine.
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