People Operations Lead

Rockstar • New York, NY

2d

About The Position

The organization is hiring a Sr. Manager-level People Operations Lead to own the day-to-day immediately: payroll, benefits administration, employee relations, accommodations, and terminations
Beyond execution, the organization is looking for someone with the potential to grow into a strategic advisor — thinking through compensation strategy, new people systems, and how to scale the HR function as it grows
The organization serves 350+ providers and 10K+ clients across multiple states, so comfort with complexity and scale matters As the first people ops hire, the candidate will establish the function from the ground up. They will own the full people operations surface area—employee relations, performance management, lifecycle operations, compliance, and compensation systems. They will report into the Head of Clinical Operations and work to turn people challenges into clean, scalable processes that protect the company while enabling fast growth. This role requires high ownership and sound judgment. The candidate will personally manage investigations, coordinate with the PEO, administer pay and benefits, work with providers on accommodations requests and more. At the same time, they will build the playbooks, decision trees, and templates that make people ops repeatable and scalable, designing systems that work for 1,000+ clinicians. If the candidate is excited by first-principles thinking, high-stakes problem-solving, and building durable systems from scratch in a fast-moving environment, this role is designed for them.

Requirements

• Have 3-6+ years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles, with direct exposure to employee relations and pay/benefits administration
• First-principles thinker: Does not default to "HR best practices"—digs into what's actually driving people problems, identifies what needs to be solved versus what's nice-to-have, and builds practical solutions for the context
• Builds for scale: Designs processes that can handle 1,000+ clinicians, thinking through edge cases, failure modes, and handoff points rather than one-off solutions
• Sound judgment: Applies good judgment in messy, high-stakes situations (performance issues, investigations, terminations); knows when consistency matters versus when nuance is required
• High ownership: Extremely organized and reliable; owns the full people ops surface area, ensures nothing falls through the cracks, and escalates when issues carry material legal, financial, or operational risk
• Bias for action: Moves quickly to contain people issues and establish clarity without creating downstream risk; comfortable with testing and iteration rather than perfect upfront design
• Hands-on with systems: Comfortable managing PEO administration, payroll coordination, compensation data in Excel, and building trackers and formulas to identify trends
• Employee relations experience is non-negotiable — this person will be handling sensitive situations from day one
• Strong ownership mentality; the organization needs someone who can run this function largely independently

Responsibilities

• Lead employee relations end-to-end: Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escalate
• Build clinician performance management systems: Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement
• Operate company-wide people systems: Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events
• Scale clinician lifecycle operations: Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to 1,000+ clinicians
• Support compensation planning: Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly
• Build corporate people systems: Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed