People Operations Manager - NeuroNav

Pear VC

12d•$38 - $45•Remote

About The Position

NeuroNav is hiring a part-time, remote People Operations Manager to oversee HR operations and employee experience for a growing, mission-driven organization that helps families navigate California’s Self-Determination Program. The role is the HR expert and operational lead behind onboarding, payroll, compliance, people systems, and IT support, while helping build an employee experience in which team members feel welcomed and supported. The manager partners with a part-time Recruiter, manages and coaches that person, and coordinates the transition from accepted offer through onboarding. The role also supports culture and engagement, compensation programs, and special projects. It is hands-on, carries clear ownership, and may grow as NeuroNav grows. Compensation is $38–$45 per hour, depending on experience. Benefits and eligibility for a 20-hour role are to be confirmed before posting.

Requirements

At least 5 years of hands-on HR or people operations experience, ideally as a generalist in a small or growing organization.
Working knowledge of US and California employment compliance and payroll, including state tax notices and filings.
Experience with HRIS and payroll platforms such as Gusto or similar systems.
Comfort administering SaaS tools and working with vendors, such as Google Workspace, Slack, HubSpot, and Notion.
Experience with compensation benchmarking and leveling.
Experience managing, mentoring, or coordinating the work of others.
Warm, clear communication and comfort working across roles, schedules, and time zones.
Alignment with NeuroNav’s mission and values, with a proactive, organized, and thoughtful approach.
Comfort owning ambiguity and building processes from scratch.

Nice To Haves

HR certification such as SHRM-CP, PHR, or similar.
Experience in a nonprofit, healthcare, or disability-services setting.

Responsibilities

Bring HR best practices to policies, processes, and employee questions.
Maintain accurate and organized employee records and HR systems, including Gusto and related tools.
Oversee payroll, including timesheet approvals, error follow-up, and final submission.
Monitor compliance mail and filings, including state tax letters, agency follow-up, forms, and audits.
Answer employee questions about HR policies, benefits, time off, and Gusto settings.
Maintain people documentation and develop an employee-friendly people operations FAQ.
Draft and manage offer letters, legal documents, and signatures after a candidate accepts an offer.
Run onboarding through Gusto and communicate with new hires before and after their first day.
Coordinate new-hire accounts, equipment, and welcome activities.
Manage offboarding, including access removal, separation agreements, final pay, and severance where applicable.
Coordinate with the Recruiter on the handoff from accepted offer to start date.
Oversee the outsourced IT firm and serve as its primary point of contact, monitoring support quality, open issues, and service levels.
Manage access to tools and systems, coordinating account setup, removal, security, and access controls with the IT partner.
Oversee software subscriptions, licenses, and seats, and work with finance, leadership, and the IT firm on renewals, vendor relationships, and cost-saving opportunities.
Coordinate equipment ordering, shipping, setup, and returns, and maintain an accurate device inventory with the IT provider.
Triage internal technology issues and coordinate timely resolutions with the outsourced IT team.
Identify opportunities to simplify tools and improve IT, onboarding, and offboarding processes.
Plan, attend, and organize the company offsite; coordinate town halls, internal communications, monthly team lunches, and other morale-building activities.
Support team rituals, recognition, and values-in-action; identify employee-experience themes and share them with leadership.
Research and benchmark compensation; support role changes, leveling, compensation documentation, performance reviews, and compensation cycles.
Manage and coach the part-time Recruiter through regular one-on-ones and shared priorities.
Coordinate with the Recruiter and leadership to connect hiring plans with onboarding; contribute to employee-experience, internal-communications, and HR-tooling projects.