People Operations Associate

nitra•New York, NY

134d•$85,000 - $120,000•Hybrid

About The Position

Nitra is seeking a People Operations Associate to be a founding member of its People function, responsible for building the operational backbone of HR from the ground up. As a Series B company scaling towards unicorn status, this role requires an individual who can establish the systems, processes, and programs necessary for hiring, developing, rewarding, and retaining exceptional people efficiently. This is a high-ownership opportunity to define how a category-defining company manages its People operations, including performance reviews, compensation, onboarding/offboarding, compliance, and leadership enablement. The ideal candidate is a detail-obsessed operator who approaches People Ops with a systems and rigor mindset.

Requirements

3+ years of experience in People Operations, HR, or a closely related operations role, ideally at a startup or high-growth environment.
A track record of building processes and infrastructure from scratch — you’ve created systems where none existed, not just maintained existing ones.
Hands-on experience across the People Ops stack: HRIS administration, performance review cycles, onboarding/offboarding, and compliance.
Comfort working with data and analysis — you can pull, structure, and reason about compensation benchmarks, headcount, and people metrics, and turn them into clear recommendations.
Strong working knowledge of US employment law and HR compliance, including multi-state considerations.

Responsibilities

Build core People Ops infrastructure — stand up and own the HRIS, employee records, policies, and the workflows and documentation that keep a fast-growing org running cleanly and compliantly.
Design and run performance review cycles — build a structured, defensible performance management process end to end, including calibration, manager guidance, and the cadence and tooling behind it.
Own compensation analysis and structure — support benchmarking, leveling frameworks, and compensation bands; help operationalize merit, promotion, and equity processes with consistency and rigor.
Create a world-class onboarding experience — design and run structured onboarding so every new hire ramps quickly, understands the bar, and feels set up to win from day one.
Manage offboarding — run a thoughtful, compliant offboarding process that protects the company and treats departing team members with respect.
Drive team enablement and manager and leadership training — build and coordinate programs that level up managers and leaders, from new-manager fundamentals to ongoing development.
Own HR compliance — maintain compliance with federal, state, and multi-state employment requirements, including leave, classification, and recordkeeping, and keep policies current as we scale.
Build people analytics and reporting — establish the metrics, dashboards, and reporting that give leadership visibility into headcount, retention, performance, and the health of the org.
Be a trusted point of contact — serve as a go-to resource for employees and managers on People matters, handling sensitive situations with discretion, judgment, and care.
Partner cross-functionally — work closely with leadership, recruiting, finance, and operations to ensure People programs reinforce the way the business actually runs.