Sr. People Operations Generalist

Applied Intuition•Sunnyvale, CA

1d•Onsite

About The Position

The Sr. People Generalist builds and improves the operational backbone of the People team, including processes, systems, data, and policies that support organizational growth. This is a builder role focused on turning informal or one-off work into documented, measured, and 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 sit as the team develops a proactive shared-services model. The role also leads cross-functional projects and uses AI to improve the employee experience. Applied Intuition is an in-office company. Full-time employees are expected to work primarily from an Applied Intuition office five days per week, with occasional remote work and schedule flexibility as needed. The in-office expectation does not apply to contractor positions. Compensation for eligible roles includes base salary, equity, and benefits. The posting does not provide a salary range. Benefits may include health, dental, vision, life and disability insurance, 401(k) retirement benefits with employer match, learning and wellness stipends, and paid time off; benefits may vary by jurisdiction and are subject to change.

Requirements

Bachelor’s degree.
At least 5 years of practical experience in a People- or HR-related role.
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

Experience in high-growth technology companies, particularly in 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 work transitions with continuity and measurement.
Assess the maturity of core People processes—including onboarding, offboarding, job changes, compensation cycles, leaves, time off, and rotations—and manage a roadmap to make them documented, measured, and automated.
Execute People Business Partner-led reorgs, promotions, performance actions, and exits, providing supporting data and processes.
Set standards for process design, documentation, service-level agreements, and handoffs; maintain 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, handling business-process design from requirements through configuration, testing, and post-launch iteration.
Use AI and low-code tools to prototype and deliver People Operations automations; determine when to use a lightweight internal tool versus a technical build with IT or Systems.
Resolve complex benefits, leave, time-off, rotation, and sensitive organizational-change cases with precision, empathy, and clear written communication.
Partner with Finance, Legal, IT, Recruiting, and Payroll on projects that improve business processes and policies.
Lead change management for process redesigns and new tools, including communications, training, adoption tracking, and feedback loops.
Identify gaps in operational cadence and drive corrective actions.