People Operations Associate/Manager (F26)

National Education Opportunity Network•New York, NY

1h•$55,000 - $90,000•Remote

About The Position

The People Operations Associate/Manager helps build a thriving, equitable workplace that enables staff to do their best work in service of NEON’s mission. The role ensures core people processes, systems, and employee experiences are thoughtfully designed, organized, and effectively executed. Working closely with the Chief People and Impact Officer, the position translates people strategy into day-to-day practices, improves existing systems, and identifies opportunities to strengthen the employee experience throughout the employee lifecycle. The role is a trusted resource to employees and managers, owning core people processes and escalating complex or strategic matters to the Chief People and Impact Officer. The role’s responsibilities may shift as the organization grows. It covers employee lifecycle operations, recruitment coordination, performance management, professional development, employee relations and engagement, policies and compliance, HR systems and data, and logistics for organization-wide retreats and other people initiatives. NEON is a rapidly scaling education justice nonprofit that expands access to college-credit-bearing courses from leading universities for students in low-income Title I high schools, at no cost to students. The organization is 100% remote, with team gatherings throughout the year and opportunities to travel. Applicants do not need to live in New York. The position reports to the Chief Growth Officer.

Requirements

Associate level: Bachelor’s degree in Human Resources, Business, Education, Organizational Development, or a related field, or equivalent relevant professional experience.
Associate level: 2–4 years of experience in HR, people operations, talent development, program operations, or a related field.
Associate level: Experience supporting core people processes such as onboarding, recruiting, performance management, employee engagement, or professional development.
Associate level: Demonstrated interest in employee experience, organizational culture, learning and development, and/or equitable people practices.
Strong written and verbal communication, organization, and follow-through.
Manager level: Bachelor’s degree or equivalent relevant professional experience.
Manager level: 5–8+ years of progressive experience in HR, people operations, employee relations, talent development, or organizational development.
Manager level: Experience independently owning and improving HR processes and programs from planning through implementation.
Manager level: Experience advising managers and employees on people-related questions, with sound judgment about when to escalate complex or sensitive matters.
Manager level: Working knowledge of employment practices, HR compliance, and applicable employment law.
Ability to manage multiple workstreams, prioritize competing demands, solve problems, and follow through reliably.
Ability to identify inefficiencies, streamline processes, create systems, and use technology or automation to improve people operations.
Ability to organize and analyze people data, identify trends, and translate insights into recommendations and action.
Excellent written and verbal communication skills, including the ability to communicate clearly and facilitate learning and group experiences.
Discretion, empathy, sound judgment, and ability to navigate sensitive employee and interpersonal matters.
Strong organization and attention to detail, including ability to manage confidential information and multiple priorities in a fast-paced, evolving environment.
Comfort operating in ambiguity, working independently, and developing practical solutions without an established playbook.
Ability to build trust and credibility across a diverse, geographically dispersed team and work effectively with employees, managers, and senior leaders.
Commitment to incorporating diversity, equity, inclusion, and belonging principles into people practices, decision-making, and employee experiences.
Deep commitment to NEON’s mission of advancing educational equity and economic mobility, and passion for expanding access to high-quality educational opportunities for historically underserved students.
Understanding of and interest in systemic barriers affecting students and communities served by Title I schools.
Commitment to building an equitable, inclusive, and supportive workplace.

Nice To Haves

Manager level: Advanced degree and/or HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Manager level: Experience working in a small, growing, or resource-constrained organization.

Responsibilities

Administer day-to-day people processes across the employee lifecycle, including onboarding, offboarding, employee changes, personnel records, benefits administration, and related communications.
Respond to routine employee questions about HR policies, benefits, processes, and resources, escalating complex or sensitive matters as appropriate.
Ensure an organized and thoughtful employee experience and identify opportunities to streamline and improve people processes.
Coordinate recruitment with hiring managers and the Chief People and Impact Officer, including candidate communications, scheduling, interviews, assessments, references, and hiring documentation.
Coordinate NEON’s annual performance management process and support managers and employees throughout the performance cycle.
Coordinate and support organization-wide professional development and learning initiatives, maintaining resources, communications, participation data, and feedback.
Serve as a first-line resource for routine employee relations questions and concerns, document matters appropriately, and escalate complex issues to the Chief People and Impact Officer.
Coordinate the annual team engagement survey, monitor employee feedback and engagement data, identify trends, and elevate insights and recommendations.
Support initiatives that strengthen employee connection, recognition, collaboration, engagement, and an inclusive team culture.
Maintain the employee handbook, policies, forms, templates, and other people-related resources; coordinate reviews, updates, employee acknowledgments, and compliance activities.
Liaise with benefits, payroll, HR, legal, and other external partners to support effective and compliant people operations.
Maintain accurate HR data and develop trackers, calendars, dashboards, and other tools for people operations.
Prepare routine people reports and analyses, identify trends and opportunities for improvement, and help streamline systems and automate administrative processes.
Coordinate operational planning and logistics for organization-wide retreats, team-building events, and other people initiatives with Ops, People, and Special Projects team members.