Sr. People Operations Generalist

Applied Intuition•Sunnyvale, CA

1d•$145,000 - $165,000•Onsite

About The Position

The Sr. People Generalist builds and improves the operational backbone of the People team, including its processes, systems, data, and policies. This is a builder role focused on converting informal or ad hoc work into documented, measured, repeatable programs with clear ownership and controls. The role helps define the People team’s center-of-excellence model, serves as an escalation point for employee matters, owns data fidelity, and determines where work should reside as the team evolves toward a proactive shared-services model. The position leads cross-functional projects and uses AI to shape the employee experience. The role defines the People Operations operating model and process standards; assesses and improves core People processes; supports People Business Partners with operational execution and data; builds audit-ready controls; and establishes service-quality metrics. It serves as a functional Workday owner, drives proactive audits across Workday and connected systems, and uses AI and low-code tools to build automations or lightweight internal tools. The role also resolves complex employee cases, partners with Finance, Legal, IT, Recruiting, and Payroll, and leads change management for redesigned processes and new tools. Applied Intuition expects full-time employees primarily to work from an Applied Intuition office five days per week. Occasional remote work and schedule flexibility may be accommodated. This in-office expectation does not apply to contractor positions.

Requirements

Hands-on use of AI and low-code tools such as Claude, Lovable, Zapier, Apps Script, or SQL to build People Operations automations or lightweight internal tools.
Experience with Carta, Ashby, and Jira help desk, or comparable equity, applicant tracking, and ticketing systems.
Experience partnering with IT or HRIS teams on integrations and translating business needs into requirements and test plans.
Background in Lean, Six Sigma, or service design applied to HR processes.
Experience supporting compliance audits, such as SOX, EEO-1, or benefits-plan audits, and immigration programs.

Nice To Haves

Bachelor's degree.
Experience in high-growth technology companies, particularly in the automotive or autonomous vehicle industries.
Direct experience scaling People Operations functions from early-stage to larger organizational structures.
Experience with HRIS systems, people analytics tools, and large datasets.
Prior experience informally leading or mentoring teammates in an Operations or HR function.

Responsibilities

Define the People Operations operating model, including which work is standardized and centralized, which remains with People Partners or other centers of excellence, and how transitions are managed and measured.
Assess the maturity of core People processes, including onboarding, offboarding, job changes, compensation cycles, leaves, time off, and rotations, and lead a roadmap to document, measure, and automate them.
Execute operational work for People Business Partners, including reorgs, promotions, performance actions, and exits, and provide supporting data and processes.
Set standards for process design, documentation, service-level agreements, and handoffs; own the standard operating procedure library and knowledge base.
Support audit-ready controls, including recurring data audits, approval trails, and segregation of duties, for SOX.
Define service-quality metrics such as ticket volume, resolution time, error rate, and employee satisfaction, and use them to prioritize improvements.
Conduct proactive audits across Workday and connected systems to identify errors before they affect payroll, equity, or board reporting.
Serve as a functional Workday owner, leading business-process design from requirements through configuration, testing, and post-launch iteration.
Use AI and low-code tools to prototype and deploy People Operations automations, and determine whether needs call for a lightweight internal tool or a technical build with IT or Systems.
Resolve complex cases involving benefits, leaves, time off, rotations, and sensitive organizational changes with precision, empathy, and clear written communication.
Partner with Finance, Legal, IT, Recruiting, and Payroll on projects to mature business processes and policies.
Lead change management for process redesigns and new tools, including communication, training, adoption tracking, and feedback loops.
Identify operational-cadence gaps proactively and drive solutions.