Senior People Operations Partner

Sofar Ocean•San Francisco, CA

2d•$130,000 - $155,000•Hybrid

About The Position

Sofar Ocean builds the sensors and software that map and forecast ocean conditions. We are a lean, high-ownership team of about 100 people. We are looking for a Senior People Operations Manager who can own our HR infrastructure end to end: build, run, and improve it. This is a highly autonomous role where you will be trusted to identify gaps, prioritize what matters, and execute with minimal oversight. It demands attention to detail, as payroll, compliance, and employee data require accuracy. This role also requires a sense of urgency, as issues related to leave, pay, or onboarding cannot wait. Every process built will impact the employee experience, so this role is as much about protecting the culture and wellness of every Sofarer as it is about operational excellence.

Requirements

6+ years of progressive HR experience, with at least 3 years focused on People Operations.
Experience in a fast-growing startup environment is ideal.
Based in the San Francisco Bay Area.
Able to be onsite at Pier 28 4 days/week.
Advanced administrator experience with modern HR platforms (Rippling, Ashby, Slack, or similar).
Strong Excel/Google Sheets skills for data analysis.
Deep working knowledge of California employment law, wage-and-hour rules, and leave administration.
Bachelor's degree in Human Resources, Business, or a related field.
Ability to take ownership without hand-holding.
Attention to detail for critical operational tasks.
Ability to move with urgency.
Genuine care for the day-to-day experience of employees.

Nice To Haves

SHRM-SCP or SPHR certification.

Responsibilities

Own and optimize HR systems (Rippling, Ashby, Slack, and related tools), ensuring data integrity, building automation, and producing People analytics.
Maintain compliance with federal, California, and San Francisco labor law (FMLA/CFRA, SF HCSO, FLSA). Lead audit readiness, including SOC 2 or SOX documentation.
Partner with finance and external vendors on payroll processing, benefits administration, and open enrollment.
Manage onboarding, internal mobility, leaves of absence, and off-boarding.
Support the transition of international team members to direct-hire employment.
Continuously identify and remove administrative friction.
Draft clear SOPs and keep the employee handbook current.