People Operations Manager

Honeydew•New York, NY

1d•Hybrid

About The Position

Honeydew is hiring a People Operations Manager to support the company as it scales from approximately 240 to more than 450 employees over 14 months. This individual contributor role partners with managers and employees on team structure, leveling, performance, development, and employee relations while building scalable, compliant people systems and documentation. The role supports either the Care Delivery organization, a largely remote hourly and non-exempt workforce, or Business teams and providers, primarily an exempt, salaried, and 1099 population. The manager will learn the business and map organizational structures, dependencies, and people risks; formalize or build compensation and promotion cycles, benefits administration, employee relations processes, and state-specific policies; and support continuous feedback, performance, coaching, and manager-development frameworks. Over time, leaders are expected to rely on this person for guidance on organizational structure, leveling, headcount planning, leave, and accommodation cases. The position combines manager coaching, employee relations, HR operations, people data and metrics, leveling and progression frameworks, audit and compliance support, change management, and employee experience. It also involves improving workflows and using AI to accelerate repetitive documentation, tracking, and reporting. The role has a strong preference for hybrid work from Honeydew's NYC office, but may be remote for the right candidate.

Requirements

Experience supporting a technology or technology-enabled startup through growth from 100 to 500+ employees; ideally, this experience has occurred more than once.
Significant experience supporting remote, technology-enabled hourly, non-exempt teams alongside salaried knowledge workers; physical-workforce experience alone is not considered a fit.
Hands-on administration and ownership of Justworks or an equivalent PEO and an HRIS.
Ability to identify and resolve payroll errors at their source.
Practical multi-state compliance experience involving wage and hour matters, leave, and accommodations.
Business acumen, including the ability to connect people decisions with revenue drivers, team dependencies, and organizational design tradeoffs.
Ability to manage concurrent projects and workstreams with precision and strong attention to detail.
Creative, operational problem-solving skills, including asking clarifying questions and bringing forward solutions.
High emotional intelligence and resilience, including the ability to handle difficult conversations while helping people feel supported.

Nice To Haves

Experience building AI-powered or agentic workflows and curiosity about AI.
Experience moving international contractors to an employer of record (EOR).
Healthcare or care-delivery experience.

Responsibilities

Partner with managers on team structure, leveling, performance, development, and people-related challenges.
Map supported units’ organizational structures, cross-team dependencies, and people risks.
Build or formalize compensation and promotion cycle infrastructure, benefits administration, open enrollment, employee relations processes, and policies for states where the company hires.
Support continuous feedback and performance cycles, and develop coaching and training frameworks for managers.
Advise managers on performance plans, team dynamics, development, attendance, and employee engagement.
Handle sensitive employee relations matters, including leave and accommodation requests, with sound judgment and discretion.
Own HR fundamentals, people data and metrics, leveling and progression frameworks, and People operations and administration.
Support audits and compliance work with internal and external partners, including counsel and the PEO.
Lead change management so process changes are communicated clearly and gain organizational buy-in.
Support employee experience throughout the employee lifecycle, including internal communications, the employee wiki, and People team updates.
Build and improve trackers, templates, workflows, and processes to make work more efficient.
Lead cross-functional projects such as performance review cycles, leveling frameworks, and compensation benchmarking.
Support company-wide initiatives such as open enrollment and new-state policy rollouts.
Compile data for audits and identify trends to raise with leadership.
Answer employee questions about benefits and equity vesting; support offboarding and advise on new-hire success.
Use AI to accelerate repetitive documentation, tracking, and reporting work.