Manager, People Operations

Reports to: Director of People Operations

Compensation: On-Target Earnings: $130K

About the Role

We’re growing, and we’re looking for a Manager of People Operations who sees People Ops as both craft and practice. Someone who can run daily operations with a systems-minded focus, streamlining processes for efficiency and clarity, while contributing meaningfully to the deeper, nuanced conversations about how a small, ambitious team invests in its people.

In this role, you’ll own the full employee experience from recruiting to offboarding, designing programs that build belonging, clarity, and momentum. You’ll continually refine and optimize our operational workflows so that our people and managers can move faster, make better decisions, and focus on the work that matters most.

You thrive in environments where honest feedback is the norm, low-ego collaboration is expected, and growth is shared. You know how to simplify complexity, align teams around what matters, and create conditions where people can do the best work of their careers.

If you’re energized by hands-on execution, operational excellence, and the dynamic, and often reflective work of shaping culture, this role is for you.

What You’ll Do

Hiring & Recruiting Management

• Partner closely with recruiters and hiring managers to ensure a consistent, values-aligned candidate and new hire experience.
• Lead the coordination and operational flow of hiring, from interview logistics to preboarding, ensuring clarity, efficiency, and inclusivity.
• Be hands-on in recruitment when needed, conducting direct sourcing, leveraging internal employee networks, and supporting active searches, while also developing innovative talent-development initiatives such as skill-building programs, workshops, or other creative approaches to support talent growth.
• Identify and implement scalable process improvements that streamline hiring while supporting equitable and high quality decision making.

Develop & Run Employee and Learning Programs

• Design, launch, and continuously improve programs that support growth and meaningful connection (e.g., onboarding, company-wide meetings, learning sessions, and ad-hoc initiatives aligned with exec team priorities).
• Apply systemic thinking to ensure People programs are cohesive across the organization and reinforce culture, belonging, and operational excellence - We’re an outcomes-focused environment, and value pattern recognition across feedback loops, connecting issues across teams, and creating processes and programs to get to the root of the issue.
• Partner with leaders to embed DEI principles into programs, processes, and systems

Manage the Cadence of Talent Management Processes

• Own and operationalize recurring talent cycles, including engagement surveys, upward feedback processes, performance review cycles, and compensation analysis workflows.
• Use employee listening, feedback, and data to diagnose opportunities, guide decision making, and shape culture strengthening initiatives.
• Model emotional intelligence and foster psychologically safe spaces by building trust, encouraging open dialogue, and championing a continuous-improvement mindset.

Optimize Processes & Tools

• Keep People tools, templates, and documentation organized, transparent, and up to date across Confluence, ATS, and HRIS systems.
• Create toolkits and resources that make People processes simple, accessible, and empowering.
• Proactively look for ways to improve how we work, and be willing to test solutions and learn from results.
• Review data and processes to uncover inefficiencies and suggest clear improvements.

What You’ll Bring

• 5+ years in People Operations, Recruiting Operations, or a related role — ideally in a growing tech environment.
• Proven experience owning and improving employee lifecycle processes with measurable impact.
• Strong project management skills, with an eye for detail, consistency, and accountability.
• A proactive, outcomes-driven mindset: you take initiative, anticipate needs, and follow through with integrity.
• High emotional intelligence: you communicate clearly, build trust easily, and navigate sensitive topics with empathy.
• Proficiency with HR systems (ATS, HRIS, LMS, Asana, Confluence) and the ability to use data and feedback loops to drive improvement.

What May Make You Even More Successful Here

• You have experience in a remote-first company of roughly 50–200 employees, with a clear understanding of how to build people programs that can scale and mature as the organization grows. Experience in even larger companies is a plus, but not a requirement.
• You operate with high ownership in an ambiguous, fast-changing environment and don’t wait for direction to move meaningful work forward.
• You have hands-on experience developing, maintaining, and improving DEI or employee engagement processes and programs that promote growth, belonging, and connection.
• You’ve built People Ops resources such as onboarding guides, manager toolkits, or feedback frameworks.
• You’re familiar with performance management or learning and development programs and understand how they fit into the broader employee lifecycle.
• You work effectively in a highly collaborative culture, bringing together different perspectives, building alignment, and guiding teams toward clarity.
• You’re skilled at synthesizing information from multiple sources—quantitative data, qualitative feedback, and observational insights—and using it to design processes and programs that meaningfully address gaps.

Who we are

At Informed K12, we’re on a mission to help school district administrators operate efficiently and gain insight into their most critical school business processes. Still today, most school districts have hundreds of mission-critical processes that run on paper, making visibility and improvement near impossible. We transform paperwork from a daily stumbling block to a strategic tool. This makes it possible to hire the right teachers for the right classrooms faster, manage bus routes for students without permanent housing, ensure teachers get reimbursed and paid on time, and a lot more. In short, we are powering the future of school district operations by helping district administrators drive the systemic change needed to improve productivity, accountability, and equity.

Our founders came out of Stanford University’s Graduate School of Education. Informed K12 (formerly Chalk Schools) was one of the first companies funded by Stanford’s StartX accelerator and top education technology incubator Imagine K12, now part of Y Combinator. Learn more about us at www.informedk12.com.

What We Value

• Growth Mindset
• Intrinsic Motivation
• Emotional Intelligence
• Accountability
• Systemic Thinking

Why You’ll Love Working Here

You’ll join a company that believes growth and accountability go hand in hand, where curiosity is encouraged, mistakes are viewed as opportunities to learn, and everyone’s impact is visible.

You’ll have the autonomy to shape meaningful programs, the support of emotionally intelligent teammates, and the chance to help build a system that scales both people and purpose.

Here, you’ll be part of a team that values clarity, empathy, and intrinsic motivation, and works every day to make great work feel human.