Senior People Operations Manager

Copper • Berkeley, CA

3h • Hybrid

About The Position

We’re looking for a Senior People Operations Manager to own and run the full day-to-day hiring and people operations engine that supports Copper’s growth in this next phase (40+ employees). You’ll be the company’s first dedicated People Ops hire and the go-to person for all hiring, HR operations and administration, from onboarding and benefits to performance processes, compliance, and the nuts-and-bolts paperwork that keeps everything running smoothly.
This is a very hands-on role where you will personally handle the HR and detailed admin (forms, data entry, scheduling, system updates, documentation) while also building the structure and processes that make Copper’s people operations scalable over time. You’ll also partner closely with leadership and hiring managers across the company to coordinate recruiting logistics, run offers, and help the team deliver a thoughtful, consistent candidate experience.
We value diversity and are committed to building a team that reflects a wide range of backgrounds, experiences, abilities, and perspectives. We’re especially focused on fostering an inclusive workplace where everyone can contribute to our shared mission.
This is a full-time position expected to be in-office 4 days per week with 1 day flexible for in-office or remote work. Our office is located in Berkeley, CA

Requirements

• Hands-On HR Operations Experience
• 6+ years of combined HR generalist and hiring-related experience, ideally in small, growing companies (~20–50 employees).
• Demonstrated ability to independently run day-to-day HR operations, including onboarding, benefits administration, payroll coordination, performance cycles, and employee lifecycle processes.
• Comfort doing the actual “grunt work” of HR: data entry, forms, system maintenance, scheduling, checklists, and follow-up without having a separate coordinator to rely on.
• Strong Hiring Coordination and Systems Skills
• Proven experience coordinating the administrative side of hiring: job postings, scheduling, candidate communication, and offer processes.
• Familiarity with common HR and recruiting tools (e.g., Gusto, Greenhouse, or similar systems) and eagerness to learn new tools quickly.
• Strong organizational and follow-through skills; you keep multiple parallel workflows moving without losing details.
• Process Builder in a Scaling Environment
• Experience creating, documenting, and improving HR and People Ops processes so they’re clear, repeatable, and scalable over time.
• Ability to operate in a low-structure environment, identify what’s missing, and build lightweight systems that match the company’s stage.
• Practical, iterative mindset and comfort starting with a simple version and improving it as the company grows.
• Compliance Awareness and Judgment
• Working knowledge of federal and state employment laws, with experience helping maintain compliance as headcount grows and new locations are added.
• Sound judgment in knowing when to make a call yourself and when to escalate or seek expert advice.
• Comfort balancing company risk, employee experience, and practical constraints when making recommendations.
• Communication, Relationship-Building, and Traits
• Clear, thoughtful communicator who can explain processes, expectations, and decisions to employees and managers in a calm, straightforward way.
• Approachable and trusted presence such that people feel comfortable coming to you with questions, issues, and feedback.
• Highly organized and execution-focused: you like lists, systems, and closing loops.
• Proactive problem solver who anticipates issues and takes initiative rather than waiting to be told what to do.
• Adaptable and resilient; comfortable with shifting priorities and imperfect systems in a growing startup.

Nice To Haves

• A degree in HR, Business, or a related field is a nice-to-have, but relevant, hands-on experience in similar environments is more important for this role.

Responsibilities

• Own Day-to-Day HR Operations
• Serve as Copper’s primary, day-to-day HR point of contact for employees and managers.
• Own all routine HR administration, including:
• New hire paperwork and onboarding checklists
• HRIS and payroll data entry and updates (e.g., Gusto)
• Benefits enrollments, changes, and employee questions
• Employment verifications, letters, and basic documentation
• Leave tracking and coordination with payroll and managers
• Maintain accurate employee records, documentation, and files, ensuring everything is organized, up-to-date, and audit-ready.
• Coordinate performance review cycles and recurring HR processes, including calendar management, reminders, and system setup.
• Monitor and track completion of required forms, training, and compliance tasks, following up directly with employees as needed.
• Run Hiring Coordination and Candidate Experience
• Manage the administrative side of recruiting across functions, including job postings, resume review support, interview scheduling, feedback collection, and offer coordination.
• Keep Greenhouse clean and up-to-date, including candidate stages, interview plans, and templates.
• Partner with hiring managers to ensure interviews are well-structured, panels are prepared, and candidates have clear, timely communication throughout the process.
• Draft and send offer letters, run background checks if applicable, and coordinate pre-start logistics (equipment, paperwork, first-day details).
• Look for ways to make the candidate experience thoughtful, consistent, and reflective of Copper’s values, even as hiring volume increases.
• Build and Improve People Ops Infrastructure
• Assess current HR and hiring processes, identify gaps or friction, and implement practical, right-sized improvements.
• Create and maintain documentation for HR workflows, policies, and FAQs so processes are repeatable, transparent, and scalable.
• Track and report on basic people metrics (headcount, hiring pipeline health, time-to-fill, onboarding completion, etc.) to inform planning and decision-making.
• Ensure Compliance and Reduce Risk
• Maintain HR practices and documentation in line with applicable federal, state, and local laws, working with external counsel or advisors as needed.
• Implement and maintain standard processes for I-9s, handbook/policy acknowledgements, and other compliance-related requirements.
• Keep an eye on the implications of growth (e.g., new state registrations, threshold-based requirements) and help Copper stay ahead of them.
• Be a Steady, Trusted Member of the Team
• Build strong working relationships with leadership and hiring managers as a dependable, solutions-oriented partner.
• Be a consistent, approachable resource for employees, answering questions, pointing them to resources, and helping navigate day-to-day HR issues.
• Help reinforce Copper’s values and culture through the way you communicate, support decisions, and design processes.
• Model calm, thoughtful communication, even when priorities shift, hiring ramps up, or issues arise.

Benefits

• We are committed to equitable compensation, and offer a generous benefits package to make sure you have the support you need.
• We cover 100% of the premiums for our employees and 50% of the premiums for their dependents on our base plans for medical, dental, and vision insurance.
• We offer a 401(k) plan for employees to contribute to, in addition to many other benefits.
• Every employee, regardless of gender identity or expression, is eligible for 16 weeks of paid parental leave after three months of employment (eight weeks through Copper and eight weeks CA Paid Family Leave).

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed