Senior People Operations Manager

Crusoe•San Francisco, CA

2d•$129,000 - $156,000•Onsite

About The Position

As a Senior People Operations Manager, you will serve as the critical operational anchor for the People Team and People processes. In this high-impact individual contributor role, you will bridge the gap between cross-functional partners and People Technology to ensure we deliver a seamless employee experience and accurate data flow across the full employee lifecycle. You will be the architect of core People processes — ensuring that as Crusoe scales its mission to align the future of computing with the future of the climate, our internal systems remain robust, agile, and precise. This is not a generalist role. It is a highly specialized operational position for someone who wants to go deep on systems, data integrity, and process design at a company doing meaningful work. The ideal candidate is a systems-thinker who thrives on data rigor and process optimization. You possess the unique ability to navigate complex organizational designs while maintaining a relentless focus on eliminating process seams. You are a collaborative problem-solver who can partner across functions to close gaps, automate workflows, and provide the data integrity necessary for executive decision-making. This is a full-time, onsite position dedicated to building a world-class operational backbone for an innovative and fast-growing technology leader.

Requirements

Collaborative Stakeholder Management: Proven ability to build strong partnerships with People, Finance, IT and Executive leadership to drive cross-functional alignment.
Process Engineering: A track record of identifying operational gaps and implementing scalable, documented solutions that improve organizational efficiency.
Systems Proficiency: Technical mastery of HRIS and ATS platforms; specifically, a high level of comfort with tools such as Rippling, Workday, Ashby, and TeamOhana.
Data Rigor & Analytical Skills: A meticulous eye for detail with the ability to audit large datasets and identify root causes of data discrepancies.
Workforce Operations Expertise: Experience managing headcount tracking models and complex workforce data within a fast-paced environment.
Payroll & Compensation Knowledge: Deep understanding of payroll submission workflows and the critical data points required for accurate compensation processing.
Experience Level: 7+ years of experience specifically within People Operations at a high-growth technology company.

Nice To Haves

Relevant Certifications: PHR, SPHR, or SHRM-CP/SCP certifications.
Specialized Training: Project Management Professional (PMP) or certification focused on process improvement.
Technical Implementation: Prior experience leading a large-scale HRIS implementation or system migration.

Responsibilities

Process Design & Optimization: Own the design of core People processes end-to-end — documenting how they work, identifying where they break down, and driving improvements that scale. Initial focus areas include the intersection of Talent Acquisition, People Ops, and Payroll, where process seams today create the most friction.
Data Integrity & Consistency: Serve as the company’s first line of defense for People data quality. Design and maintain the systems, structures, and workflows that keep People data accurate, consistent, and trustworthy across platforms. You will establish the connective logic between the HCM, ATS, and other People systems — defining how data flows, where it lives authoritatively, and how discrepancies are prevented before they occur. This includes building data dictionaries, field-mapping standards, and integration checkpoints that create a durable single source of truth across the employee lifecycle.
Change Management & Program Enablement: Partner with internal stakeholders to design and operationalize change management plans for new programs, policy updates, and process transitions. This includes developing communication frameworks, building manager and employee-facing enablement materials, and ensuring that changes land consistently across the organization. You will be the operational owner of the "how we roll this out" question — identifying adoption risks early and building the scaffolding that makes change stick.
Headcount Model Management: Maintain and evolve our headcount tracking systems to ensure real-time accuracy across the employee lifecycle. You will be the point of accountability for data integrity across these platforms and the first to catch discrepancies before they become problems.
Cross-Functional Partnership: Serve as the operational connective tissue between People Ops, People Tech, Finance, Recruiting, and IT. You will translate business needs into system requirements, surface process gaps to the right owners, and ensure that the way we work operationally keeps pace with how the business is growing.