People Operations Manager

Stuut•San Francisco, CA

12d•$120,000 - $165,000•Onsite

About The Position

We’re looking for a People Operations Manager to help build and run the people systems that allow Stuut to scale. This is a foundational People role. You’ll own the core operating infrastructure across the employee lifecycle: onboarding, performance management, employee data, people systems, compliance, documentation, manager support, and employee experience. You will bring structure to a fast-moving environment without slowing the company down. This is a great fit for someone who has operated in a high-growth startup, knows what strong People Operations looks like, and is excited to build practical, scalable processes from the ground up. You should be comfortable moving between strategy and execution — writing the policy, fixing the workflow, coaching the manager, updating the HRIS, and improving the process for next time. You’ll work closely with Finance, Legal, Recruiting, Leadership, and managers across the company.

Requirements

Strong experience building and running core People processes such as onboarding, performance reviews, manager workflows, employee changes, benefits, compliance, and documentation.
Experience owning HR systems and workflows; experience with Rippling or a PEO environment is strongly preferred.
Strong project management skills and the ability to drive multi-stakeholder processes end-to-end.
Excellent judgment, discretion, and professionalism when handling sensitive employee matters.
Strong written communication skills; you can write a clear policy, manager guide, employee memo, or process doc without needing heavy editing.
Analytical and systems-oriented; you are comfortable with spreadsheets, HRIS data, dashboards, and operational reporting.
Practical builder mindset; you know how to introduce structure without creating bureaucracy.
High emotional intelligence and the ability to build trust with employees, managers, and executives.
Bias toward action; you solve problems, find answers, and keep moving even when the process is not yet fully defined.
You are an owner. You take responsibility for outcomes, not just tasks.
You are organized and detail-oriented, but you do not confuse process with progress.
You are comfortable in ambiguity and can turn messy problems into clear next steps.
You have high standards and care about building a company where excellent people can do the best work of their careers.
You communicate directly, thoughtfully, and with good judgment.
You are excited by AI and curious about how People teams can use AI to operate at a higher level.
You want to be close to the company-building work, not tucked away in a back-office function.
You are low ego, high intensity, and energized by working with ambitious teammates.

Nice To Haves

Experience with Rippling or a PEO environment is strongly preferred.

Responsibilities

Own and improve the employee lifecycle from onboarding through offboarding.
Build a high-quality onboarding experience that gives new hires clarity, context, and momentum from day one.
Manage employee changes including promotions, role changes, manager changes, compensation updates, leaves, and exits.
Create clear workflows and documentation so people processes are consistent, scalable, and easy to follow.
Identify gaps in current People Operations processes and implement simple systems that improve execution.
Design, launch, and manage performance review cycles, including timelines, communications, templates, calibration support, and completion tracking.
Support compensation and promotion cycle logistics, including tracking, documentation, and process coordination.
Partner with managers on performance conversations, feedback, employee relations, and day-to-day people management questions.
Build manager resources, templates, and playbooks that help managers operate with consistency and high judgment.
Help create a culture where expectations are clear, feedback is direct, and strong performance is recognized.
Own and maintain our HR systems, employee records, workflows, and people data.
Build the reporting layer for People Operations, including headcount tracking, onboarding status, review completion, employee changes, and other key people metrics.
Improve systems hygiene across HRIS, payroll, benefits, documentation, and employee records.
Use automation and AI tools to reduce manual work and make the People function more effective.
Partner with Finance and Leadership on headcount planning, organizational changes, and operating cadence.
Manage benefits administration and partner with our PEO, brokers, payroll providers, legal counsel, and other external partners as needed.
Help ensure Stuut’s people processes are compliant, well-documented, and scalable across states and growth stages.
Own employment documentation, policy administration, employee handbook updates, and recurring compliance workflows.
Handle sensitive employee information with discretion, professionalism, and sound judgment.
Escalate complex issues appropriately while independently solving the things that should not require escalation.
Help build the rituals, resources, and programs that make Stuut a high-trust, high-performance workplace.
Own employee communications for People programs, including onboarding, reviews, benefits, policy changes, and engagement initiatives.
Maintain employee guides, internal People resources, and documentation.
Support employee engagement and connection programs that are meaningful, lightweight, and aligned with how Stuut works.
Help the company preserve speed, ownership, and talent density as we scale.