Senior Manager People Systems and Operations

Olema Oncology•San Francisco, CA

21h•$150,000 - $180,000•Onsite

About The Position

The Senior Manager People Systems and Operations is a strategic and hands-on leader responsible for the design, optimization, and management of Olema’s HR technology ecosystem. This role serves as the central point of expertise across HR, Talent Acquisition, IT, and Finance systems, ensuring data integrity, scalable reporting, and seamless system integrations. This individual will play a critical role in advancing Olema’s HR data maturity - from largely manual, reactive reporting to automated, insight-driven analytics that inform organizational health, workforce planning, and executive decision making. This role will also drive the evolution of HR systems and processes to support business growth, scalability, and cross-functional needs. This role is based out of our San Francisco office.

Requirements

10+ years of experience in HRIS, People Analytics, or HR Operations roles, with increasing scope and ownership.
Deep expertise in HR systems such as BambooHR, Greenhouse, Culture Amp, ADP, and integration tools.
Proven experience building dashboards and reporting frameworks (e.g., Excel, BI tools, HR analytics platforms).
Strong understanding of HR processes, data structures, and compliance considerations.
Experience managing cross-functional projects involving HR, IT, and Finance stakeholders.
Strong problem-solving skills with a proactive, systems-thinking mindset.
Experience managing external partners; ability to influence internal and external stakeholders.

Responsibilities

Serve as the primary owner and subject matter expert for all HR systems, including BambooHR, Culture Amp, Greenhouse, OrgChart, Pave, ADP, and related platforms.
Lead system configuration, testing, troubleshooting, and ongoing enhancements.
Manage onboarding and offboarding workflows across systems to ensure a seamless employee experience.
Conduct regular data audits to maintain accuracy, compliance, and system integrity.
Oversee system implementations (e.g., OrgChart, Pave) and lead future HR technology rollouts to expand capabilities.
Manage HRIS vendors, including contract renewals and performance oversight.
Continuously evaluate and implement new tools and system enhancements to support organizational scale and efficiency.
Partner with IT to manage and expand system integrations (e.g., Okta, BambooHR, ADP), ensuring seamless and secure data flow across platforms.
Support implementation and optimization of integration tools (e.g., FlexSpring).
Collaborate with Finance on systems such as Fidelity and workforce-related data needs, expanding HRIS support to financial and operational reporting.
Act as a liaison across HR, IT, TA, and Finance to align system strategies and drive enterprise-wide solutions.
Design, build, and implement scalable, automated reporting solutions and dashboards for HR, TA, Finance, and leadership teams.
Consolidate and analyze data across systems to provide insights into organizational health, engagement, and workforce trends.
Transition reporting from manual, ad hoc processes to streamlined, automated, and real-time analytics.
Own annual and quarterly business review (QBR) data preparation and reporting for HR and Talent Acquisition.
Identify and execute opportunities to reduce manual data aggregation and improve reporting efficiency.
Partner with leadership to develop forward-looking analytics, including predictive insights and workforce planning support.
Administer and optimize platforms such as Culture Amp, including: Performance management cycles, Goal-setting frameworks, training, and audits, Employee engagement, pulse, new hire, and exit surveys, Support external benchmarking and engagement initiatives (e.g., Great Place to Work).
Translate engagement and performance data into actionable insights and recommendations for leadership.
Enhance measurement frameworks to better assess organizational health over time.
Develop and deliver system training to employees.
Own end-to-end administration of the ATS (Greenhouse), including configuration, workflows, integrations, data integrity, reporting, and ongoing system optimization.
Partner with Talent Acquisition leadership to translate recruiting strategy into scalable system processes and enhancements.
Develop and deliver training programs and documentation for recruiters, hiring managers, interviewers, and new employees to drive effective system adoption.
Monitor and continuously improve the candidate experience by managing recruitment surveys (e.g., Culture Amp) and leveraging feedback to inform process and system improvements in partnership with candidate experience and TA leadership.
Support contingent workforce programs by aligning contractor lifecycle processes across systems (e.g., ATS, HRIS, IT), ensuring compliance and seamless onboarding/offboarding.
Build and maintain robust TA analytics and dashboards, providing insights on pipeline health, time-to-fill, quality of hire, and other key recruiting metrics.
Troubleshoot system issues, manage vendor relationships, and coordinate upgrades, releases, and new feature implementations.
Ensure data accuracy, governance, and compliance across all TA systems and processes.
Establish and maintain best practices for HR data governance, security, and compliance.
Lead system audits and cleanup efforts (e.g., Traliant, BambooHR).
Drive continuous improvement initiatives across the HR tech stack, focusing on scalability, automation, and user experience.
Build sustainable processes and infrastructure to support long-term organizational growth and reduce operational risk.
Document the existing processes to ensure repeatable and sustainable practices.