People Operations Manager

Tilt Finance

1d•$130,000 - $170,000•Remote

About The Position

Join the Tilt team. At Tilt, we see a side of people that traditional lenders miss. Our mobile-first products and machine learning-powered credit models look beyond credit scores, using over 250 real-time financial signals to recognize real potential. With millions of customers worldwide, we're not just changing how people access financial products — we're creating a new credit system that backs the working, whatever they're working toward. The Opportunity: People Operations Manager Tilt's mission is powered by a virtual-first team across the globe, and our People Operations team builds the infrastructure that supports them. You'll support the everyday work that keeps the employee experience fair and consistent — spanning policy, enablement, employee relations, and global mobility. You'll be both the first person employees turn to with employment questions and the systems thinker who keeps our HRIS and People tech stack trustworthy as we grow.

Requirements

6+ years in People Operations, HR Business Partner, or Employee Relations roles
Hands-on experience with an HRIS (Rippling, Workday, HiBob, or similar), including data audits, governance, and system administration
Experience evaluating or implementing AI tools, automations, or data connectors within an HR/People tech stack
Solid working knowledge of U.S. employment law; global/multinational exposure a plus
Excellent critical thinking, judgment, discretion, and communication skills, especially in sensitive and confidential conversations

Nice To Haves

You approach issues with empathy and rigor — you know how to hold people accountable while treating them with fairness and respect.
You know when to raise a flag — when something doesn't feel right or could pose a risk to the company or an employee, you escalate it promptly to your manager, Legal, or the Head of People rather than sitting on it.
You treat data as a product, not a chore — clean, trustworthy HRIS data matters to you, and you're proactive about catching issues before they become problems.
You're curious about AI tools — you've evaluated or implemented AI-powered workflows or data connectors and know how to separate genuine efficiency gains from hype.
You build trust across the org — managers and employees see you as a fair, steady presence in high-stakes moments.
Don’t meet every qualification? We care about potential over your past. If you're bringing ambition and drive to what we're building, we want to hear from you.

Responsibilities

Build AI-Enabled People Ops Infrastructure & Enablement (25%): Identify, evaluate, and help implement AI data connectors and automations that streamline People Operations workflows — from leave requests to ticket triage and reporting — reducing manual work and improving data reliability across People systems. Develop and deliver manager and employee self-service guides and resources.
Champion HRIS Data Hygiene & Enable People Metrics (20%): Own the accuracy, structure, and integrity of employee data across our HRIS. Establish data governance standards, run recurring audits, and partner with People Ops, IT, Finance, and vendors to close data gaps before they become compliance, payroll, reporting, or headcount-planning risks. Partner with People leadership to turn HRIS data into actionable metrics that inform retention, engagement, and workforce planning decisions.
Manage Immigration & Global Mobility (20%): Support employee international travel and visa preparation for the US and abroad, and track work authorization across the countries we operate in. Manage global mobility — relocations, cross-border moves, and related logistics — ensuring legal and work-authorization requirements are met. Partner with Legal and outside immigration counsel to keep documentation current and flag renewals, expirations, or compliance risks early.
Support Low Performance Management & Employee Relations (20%): Partner with managers to build clear, fair, well-documented performance plans, coach them through difficult conversations, and see cases through to resolution. Support employee relations issues and workplace investigations as needed.
Support People Team Policy (15%): Develop, maintain, and interpret company-wide policies and handbooks, ensuring fair and consistent application across a distributed, global team. Serve as a first point of contact for employee questions, resolving routine inquiries and escalating more complex issues as needed.