People and Talent Manager

Paraform•San Francisco, CA

4d•$150,000 - $220,000

About The Position

Paraform is seeking a People & Talent Manager to own the day-to-day people function and build and scale programs that shape the employee experience. This hands-on role covers core People Operations, including benefits, payroll coordination, compliance, onboarding, offboarding and HR systems, while partnering with leadership on performance management, compensation, career development, engagement and workforce planning. The company has approximately 130 people. The manager will work closely with the Head of People, Finance, Recruiting, Office Operations and leaders across the company. The role combines operational execution with improving people programs, and calls for sound judgment on sensitive employee matters and the ability to turn complex processes into simple, scalable solutions.

Requirements

4–6+ years of progressive experience in People Operations, HR or Talent Management, including meaningful ownership of People Operations in a startup or high-growth environment.
Hands-on experience administering employee benefits, supporting payroll operations and managing core employee lifecycle processes.
Working knowledge of US employment compliance, including multistate requirements, leave administration, employment documentation and HR policies.
Experience owning or administering an HRIS, ideally Rippling, and improving people processes through systems and automation.
Experience supporting or executing performance management, compensation planning, leveling or other talent programs.
Strong analytical skills and proficiency in Google Sheets or Excel, with the ability to translate people data into actionable insights.
Excellent written and verbal communication skills, sound judgment and discretion when handling sensitive employee matters.
Demonstrated ability to work cross-functionally, manage competing priorities and operate effectively in a fast-paced, evolving environment.
Proactive, solutions-oriented approach and willingness to move between strategic projects and hands-on execution.

Nice To Haves

Experience as an early or primary People Operations hire at a Series A–C startup.
Experience building or scaling people programs during rapid growth or organizational change.
Experience in people or organizational consulting, including at a leading consulting firm.
Familiarity with Pave, Carta, SOC 2 people controls or immigration coordination.
Experience developing manager enablement programs, career frameworks or employee engagement initiatives.
Prior people management or team leadership experience.

Responsibilities

Own administration of employee benefits, including medical, dental, vision, 401(k), FSA and COBRA; lead open enrollment, coordinate payroll and benefits reconciliations with Finance, resolve employee inquiries and ensure accurate, timely processing of employee changes and final pay.
Maintain the employee handbook, employment policies and multistate compliance practices; partner with internal stakeholders and outside counsel on leave administration, immigration, employment documentation and regulatory requirements; support people-related SOC 2 controls and audits.
Own and improve the employee experience from offer acceptance through onboarding, development and offboarding.
Administer the HRIS, maintain accurate employee records, improve workflows and integrations, and partner with managers on employee relations, performance improvement and separations.
Partner with the Head of People to execute performance review cycles, including employee and manager assessments, calibration, communications and follow-through.
Maintain and evolve leveling frameworks, career paths and manager resources to support clear expectations and employee development.
Maintain compensation bands and benchmarking data; support compensation planning and review cycles; coordinate compensation changes and offer approvals; partner with Finance on equity administration, grants and tracking.
Lead employee engagement and pulse surveys, analyze feedback and make actionable recommendations; support recognition, internal communications and culture initiatives with leadership and Office Operations.
Maintain consistent people data and build reporting on headcount, attrition, compensation and other key metrics; partner with Finance and functional leaders on workforce planning and organizational decisions.
Collaborate with Recruiting on offer processes, hiring manager enablement, internal mobility and the transition from candidate to employee; identify improvements to hiring and onboarding.
Work across strategic projects and hands-on execution while managing competing priorities in a fast-paced, evolving environment.