People Operations Lead

FurtherAI•San Francisco, CA

5d•$150,000 - $185,000•Onsite

About The Position

We're hiring FurtherAI's first People Operations Lead to build our People function largely from a blank slate. You'll be the go-to person for employees and managers navigating the hard stuff, and the one keeping the systems and processes underneath it running smoothly. You'll also work directly with leaders across GTM and Engineering, Product, and Design on org design and talent decisions. The role is equal parts strategic and tactical. You'll help shape decisions at the leadership table and personally build the programs that don't exist yet, because at this stage there's rarely someone else to hand things to. What you put in place now should still be working as FurtherAI scales.

Requirements

5–8 years of HR/People experience spanning both business partnership and hands-on People operations
A track record of navigating sensitive employee situations with good judgment and appropriate discretion
A natural ability to earn trust quickly with people at every level, from new hires to founders
A bias toward execution — you can take a messy, undefined program and turn it into something that runs reliably
Good instincts for what's confidential and who needs to know, and the discipline to apply policy evenly
Experience supporting both GTM and Engineering, Product, and Design orgs preferred
Direct ownership of an HRIS platform (Rippling preferred, or similar)
Experience building People infrastructure from scratch at an early-stage company
Familiarity with org design, job leveling, and career framework fundamentals
Comfort using data to inform people decisions rather than just react to them

Nice To Haves

Have run performance cycles and led calibration conversations
Know your way around compensation structuring and job leveling
Have implemented or migrated an HRIS platform
Understand common immigration pathways (H-1B, green card, TN)
Have an interest in learning & development
Have scaled a People function through a startup's rapid growth, and use AI tools to cut down on manual HR work

Responsibilities

Be the first call for leaves, life events, conflicts, investigations, and exits, handling each with the judgment and discretion that protects both the person and the company
Own onboarding through offboarding, coordinate immigration matters (H-1B, green cards, and similar) with outside counsel, and run Rippling as the system of record for employee data, workflows, and reporting
Partner with GTM and Engineering, Product, and Design leaders on workforce planning, and build the reporting structures, job architecture, leveling, and career progression paths the company doesn't have yet
Coach a mostly first-time-manager population on feedback and team development, and stand up performance cycles and calibration as we formalize them
Keep documentation and policy current and consistently applied, manage payroll inputs, benefits administration, and vendor relationships, and push toward more automated, less manual workflows using modern tools and AI
Track people metrics like attrition, engagement, and hiring velocity to catch problems early, and lead the people side of reorgs and structural change as we scale
Pick up whatever else the function needs — scope here will shift as the company's needs do