People Ops Manager

Instawork•San Francisco, CA

1d•Onsite

About The Position

Instawork is hiring a People & Talent Manager at the manager or senior manager level to lead its talent function and run People operations. Reporting to the Chief Legal Officer, this person will set hiring direction, own the employee lifecycle, and build scalable systems and employee experiences. The role calls for using AI to simplify and automate work while maintaining confidentiality, judgment, and human oversight. The position leads talent acquisition strategy, recruiting team development, recruiting technology and sourcing tools, hiring metrics, interview standards, candidate communication, and the offer process. It also owns People operations from onboarding through offboarding, including employee changes, leaves, HRIS records, compliance support, and benefits administration. The manager advises managers, runs performance review and calibration cycles, and develops employee experience, engagement, and culture programs. The work is based in an in-person environment; Instawork says its teams are working together in-person five days a week.

Requirements

At least 6 years of experience in People, HR, or Talent roles, including experience leading recruiting or talent acquisition teams.
Experience independently owning People processes and the employee lifecycle.
Strong HRIS experience.
Experience administering benefits and working with brokers and vendors on plan costs and utilization.
Working knowledge of HR compliance, leaves, employee relations, and hiring law.
Sound judgment about when to involve Legal.
Experience supporting performance management cycles and company-wide People programs.
Genuine interest in AI and automation, supported by professional use.
Attention to detail and reliable follow-through across competing priorities.
A calm, solution-oriented approach to changing priorities and sensitive employee situations.
Strong communication skills and discretion in handling confidential employee matters.
A drive to continually improve how work gets done.

Nice To Haves

Greenhouse experience.
Rippling experience.
Experience building AI-enabled workflows or internal tools.
Experience with sourcing platforms beyond LinkedIn Recruiter.

Responsibilities

Set talent acquisition strategy and develop recruiters through coaching, feedback, and clear growth paths.
Evaluate the applicant tracking system and recruiting tools, and determine whether to retain, change, or replace them.
Find and assess sourcing alternatives to LinkedIn Recruiter that improve quality and cost.
Define and track recruiting metrics, including funnel conversion, time-to-fill, offer acceptance, and hiring-team SLAs, and change processes based on the data.
Set and enforce interview process, feedback, and candidate communication standards across teams and locations.
Own the offer process from approval through onboarding handoff.
Work with Finance and Legal to ensure hiring meets EEO, pay transparency, and salary-history requirements.
Own the employee lifecycle from onboarding through offboarding, including employee changes and leaves.
Serve as the primary contact for employee questions about People matters, policies, and workplace resources.
Maintain and regularly audit HRIS records and People data, and recommend fixes.
Support HR compliance, including classifications, required documentation, and policy updates; escalate complex employee relations and legal matters to Legal.
Manage benefits, broker and vendor relationships, plan renewals, and open enrollment.
Advise managers on People policies, performance management, and employee concerns.
Run performance review and calibration cycles.
Build programs that improve employee experience, engagement, and culture.
Build AI-enabled workflows and tools to reduce manual work and make People information easier to access, with confidentiality, judgment, and human oversight.