People Operations

Forus•New York, NY

1d•Onsite

About The Position

We are looking for a People Operations professional to build and scale the systems, programs, and processes that power our team. You’ll ensure that Forus' people infrastructure — spanning onboarding, compensation, benefits, compliance, performance, and culture — runs smoothly, efficiently, and scales through high volume. You will serve as the operational backbone for the employee lifecycle and a strategic partner to leaders across the company. This role blends execution and strategy: building scalable systems while staying close to the day-to-day employee experience. This is a high-impact, high-visibility role for someone who loves precision, thrives in ambiguity, and takes pride in operational excellence. If you are deeply organized, data-driven, and motivated by helping exceptional people do their best work, we want to meet you.

Requirements

5–10 years of HR generalist experience, with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar
Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them
Proven track record managing HR through rapid growth you've scaled an organization before and know what to build in anticipation of the next stage, not in reaction to it
Strong employee relations experience you've handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion
Compliance fluency you know wage and hour law, FMLA, ADA, and state-specific requirements, and you don't need to look up the basics
Experience supporting first-time and seasoned managers you've built programs that actually help, not just decks that sit on a shelf
Exceptional communication skills written and verbal; you can translate complex HR concepts to employees, managers, and executives alike, and you never create confusion where there should be clarity
Analytical rigor you use data to diagnose problems, measure outcomes, and make decisions; you are comfortable owning HR metrics and presenting them with confidence
Structured problem-solving you approach ambiguous, messy situations with a clear framework; you identify root causes rather than treating symptoms
First-principles thinking you don't default to "how it's always been done"; you reason from the ground up and build what's actually needed
Strong attention to detail errors in HR have real consequences; you operate with a high degree of precision in documentation, compliance, and communications

Nice To Haves

If you don't meet every single one of them, you should still consider applying!
We’re excited to work with people from underrepresented backgrounds, and we encourage people from all backgrounds to apply.

Responsibilities

Full HR lifecycle ownership: onboarding, offboarding, benefits administration, compensation, performance management, compliance, and employee relations, end-to-end
Building for scale: design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume.
Comms & Employee relations: serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment
Compliance: maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities
Manager enablement: build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control
Compensation and benefits: administer and optimize compensation structures and benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning
Culture and engagement: design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers
AI and technology: actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester
HR systems and data: own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health