Sr. Manager, People Operations

Horizon3•Philadelphia, PA

6d•$169,868 - $222,050•Remote

About The Position

Horizon3.ai is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find, fix, and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by IT Ops/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers & operators, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools and false positives, resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed to a culture of respect, collaboration, ownership, and results. We are entering an exciting stage of growth and scale, and looking for a Senior Manager, People Operations to drive our core HR functions and global expansion efforts towards success. This is a high impact builder role, leading a team of direct reports and driving the work. This role will build on top of a solid existing foundation - iterating on the operating model, systems, processes, and workflows that support Horizon3’s international growth strategy and increasingly global workforce. You will evolve the People Operations team and infrastructure into a scalable, well-designed function. Our ideal candidate will have deep international employment expertise, strong cross-functional project management skills, and systems proficiency to excel in this role. You will also be a coach to our People Operations team, who will significantly impact our global workforce capability and organizational growth.

Requirements

Must be proficient in global HRIS platforms (e.g., Rippling), global payroll platforms, and EOR management tools (e.g., Deel).
Must have a deep understanding of international labor law frameworks, statutory employee benefits, worker classification standards, cross-border tax considerations, and data privacy regulations.
Must have 6+ years of experience in managing end-to-end People Operations functions, establishing new foreign legal entities, administering multi-country compensation and benefits, and leading global mobility initiatives.
Must be knowledgeable in performance management frameworks, employee relations practices, global HR compliance reporting, and workforce metrics analysis.
Bachelor’s degree in Human Resources, Business Administration, Legal Studies, or a related field (or equivalent practical experience)
Demonstrated experience leading global HR/People Operations initiatives across multiple regions (e.g., Americas, EMEA, APAC)
Proven experience establishing foreign legal entities and transitioning workforce models from EOR to direct employment

Responsibilities

Lead global market-entry strategy and execution by partnering with Legal, Tax, and Finance teams to evaluate and establish owned legal entities, Employer of Record (EOR) models, or contractor structures across target countries.
Manage international EOR vendor relationships, contracts, and service level agreements, including the strategic operational transition of employees from EOR providers into direct legal entities as markets scale.
Oversee the global HR tech stack (HRIS, ATS, global payroll, and benefits systems) to maintain accurate employee records, multi-currency capabilities, and data security standards.
Design localized total rewards programs, including competitive compensation bands, statutory benefits, healthcare coverage, leave policies, and retirement plans tailored to specific country legislation.
Establish standardized global employee lifecycle processes, including onboarding, role changes, mobility programs, visa sponsorships, and offboarding workflows.
Maintain HR policies, operational procedures, and employee handbooks localized to regional labor laws and data privacy regulations such as GDPR.
Analyze core workforce analytics (turnover, time-to-fill, cost of hire, retention) to guide executive decision-making and operational improvements.
Mentoring, coaching, equipping, and developing your team, as well as recognizing and retaining high performers