People Operations Manager

Karbon

4h•Remote

About The Position

Karbon is seeking an AI-native People Operations Manager to lead the operational backbone of their global People Operations and Talent Acquisition functions. This role is ideal for someone who excels at building scalable systems, architecting AI-driven workflows, and managing multi-country HR compliance. The position reports to the VP of People and involves owning the operational engine for hiring, onboarding, employee lifecycle changes, and talent acquisition, with a significant focus on AI augmentation and automation. The goal is to minimize human intervention in routine tasks and leverage AI for efficiency and data insights. This is a strategic role focused on designing how work gets done, not executing manual tasks that can be automated by AI.

Requirements

5+ years of progressive experience across People Operations or HR Ops, with at least some leadership or team lead experience.
Prior SaaS or high-growth tech experience is essential. You understand how a global, multi-entity People function operates and what breaks at scale.
Deep, hands-on fluency with AI tools, agent builders, and agentic workflows. You've personally built, deployed, and maintained agents that own real operational work, not just experimented with them.
Strong technical instincts: comfortable with APIs, integrations, automation platforms (Zapier, Make, n8n, or similar), and prompt engineering as core craft, not adjacent skills.
Proven ability to redesign operational processes from the ground up rather than incrementally improve them, with a clear bias toward automation over headcount.
Working knowledge of US benefits administration, including open enrollment, carrier management, and compliance (ACA, ERISA basics).
Working knowledge of HR compliance across multiple jurisdictions, with the judgment to know when AI can own a compliance task and when a human must.
Data fluency: you build operational dashboards, you read funnel metrics natively, and you use AI to go deeper and faster than the tools alone allow.
A systems thinker who can hold the full operational picture across People Ops, TA, and Benefits simultaneously, and design how they interlock.
Player-coach mindset: senior enough to operate independently, willing to build and ship the work yourself, with the trajectory and appetite to grow a pillar as we scale.
Unquestioned integrity, high EQ, and discretion with sensitive employee and candidate data.
Genuine excitement about where AI is taking the People function, and a strong point of view on what an AI-native HR operation should look like.

Nice To Haves

Multi-country HR Ops experience strongly preferred but not essential, ideally across some combination of the US, UK, Australia/NZ, Canada, and the Philippines.

Responsibilities

Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows as the default execution layer across onboarding, offboarding, employee lifecycle changes, and the recruiting funnel.
Design and deploy AI agents to own routine operational work end-to-end, including onboarding task orchestration, compliance documentation, offer letter generation, interview scheduling, and tier-1 employee queries.
Use AI to manage and monitor multi-country HR compliance across our six operating regions, building agentic checks that flag risk, surface regulatory changes, and keep our entity-level obligations current without manual tracking.
Build AI-powered reporting and analytics across the People and TA function, producing real-time dashboards, hiring funnel insights, and operational health metrics that the VP of People and pillar leads can act on without requesting them.
Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system, evaluating new tools through the lens of agent-readiness and API-first design rather than feature lists.
Use AI to support the TA function with a focus on pipeline forecasting, recruiting data integrity, and funnel reporting, partnering with hiring managers to embed AI into how they track and interpret hiring data.
Own benefits administration and vendor management across our US entity, using AI to streamline open enrollment, automate eligibility tracking, and surface utilization insights that inform future benefits strategy.
Leverage AI to deliver a seamless, high-quality employee experience at scale, anticipating friction points across the lifecycle and deploying agents or workflows to resolve them before they become tickets.
Drive AI-led process documentation and knowledge management across People Ops, ensuring every workflow is documented in a way that is both human-readable and agent-executable.
Partner with Finance, IT, and Legal using AI-augmented workflows for cross-functional operations, including headcount planning, system access provisioning, and contract and policy management.
Coach and uplift the broader People team on AI fluency, agent design, and operational automation, modeling what an AI-forward People Ops function looks like in practice.
Own AI governance for the People function, ensuring our use of agents and AI tools is compliant, ethical, and aligned with how we handle sensitive employee and candidate data globally.