People Operations Lead

Atlas•San Francisco, CA

2d•Onsite

About The Position

Atlas is hiring a hands-on, execution-focused People Operations Lead to run day-to-day HR and people operations for a team of roughly 80–100 people. Leadership sets people strategy and makes decisions about policy, compensation, and organizational changes; the People Operations Lead turns those decisions into smooth, consistent processes and serves as the go-to person for how people operations work at Atlas. This role focuses on operational excellence at a fast-growing, high-performance Series C startup. It is not a people strategy or HR leadership role. Success means reliably running onboarding, offboarding, payroll coordination, benefits, performance cycles, and employee-facing HR processes; providing employees and managers with timely support and practical tools; keeping policies and documentation current; and escalating sensitive or complex matters appropriately.

Requirements

At least 5 years of experience in People Operations, HR Operations, or a similar role.
Experience at a high-growth startup or similarly demanding company.
Experience supporting a company of roughly 50–200 employees.
A track record of running processes independently and making them more efficient.
Strong organizational skills and attention to detail.
Good judgment and discretion with sensitive information.
Clear, direct communication, including the ability to deliver difficult or unpopular news professionally.
Comfort carrying out leadership decisions and representing them consistently to employees.
Ability to prioritize, solve problems, and follow through without constant direction.
Working knowledge of HR systems, benefits, payroll coordination, and employment documentation.

Responsibilities

Run onboarding and offboarding from start to finish.
Administer benefits, PTO, and leave, and coordinate payroll.
Maintain employee records and HR systems.
Serve as the first point of contact for employee questions about benefits, policies, and HR processes.
Keep the employee handbook and company policies up to date as leadership updates them.
Coordinate with the PEO, benefits providers, and outside employment counsel.
Run performance-review cycles and other recurring people processes on schedule.
Support managers in addressing performance issues and giving clear feedback within the approach set by leadership.
Coordinate recruiting logistics, including interview scheduling, offer preparation, and new-hire readiness.
Streamline the tools, templates, and workflows managers use for hiring, feedback, and reviews.
Ensure employees have a smooth, professional experience from their first day through their departure.
Communicate HR and policy updates clearly and on time.
Coordinate employee feedback surveys and company-wide people initiatives.
Handle sensitive employee matters with discretion and good judgment.
Identify and fix gaps and inefficiencies in day-to-day processes.
Keep HR documentation accurate and current.
Ensure people processes are applied consistently and deadlines are met.
Escalate issues promptly to leadership, the PEO, or outside counsel when appropriate.
Implement leadership decisions quickly and consistently.