People Operations Lead

Office Hours is an on-demand expert network that connects leading organizations with trusted experts across various knowledge domains. Experts earn income by sharing their knowledge through advisory work, projects, and AI model training. Our platform handles the complexities behind the scenes— screening, compliance, scheduling, and payments—so knowledge sharing stays focused on meaningful insights and real impact.

We’re a hyper-growth and profitable company, quickly expanding our expert network, launching new offices, and new products. We are headquartered in San Francisco, with offices in Brooklyn and Bangalore. Our customers include the fastest-growing digital health companies, technology companies, institutional investment firms, consulting firms and AI Labs. We are backed by top marketplace investors and operators of companies like DoorDash, Airbnb, Affirm.

Human knowledge is the world’s most valuable asset. And yet, despite being more interconnected than ever, most knowledge still remains stuck in our heads, inaccessible and underutilized. Our vision is to make human knowledge easily accessible and infinitely scalable by building tools for the new age knowledge economy.

We're hiring our first People Operations Lead to own HR operations at Office Hours. This includes all of the programs and infrastructure that shape the employee experience: benefits and leave, HRIS management, compliance, onboarding and offboarding, performance cycles, people policies, and culture and engagement. You'll serve as the point person for employees to come to for anything HR related, providing clear, quick, and reliable support.

As the company grows, so does this role, and the person who builds these foundations well will have a real say in what our people function becomes over time. This role sits on our Operations team, alongside Talent, and reports into our Chief of Staff & Head of Operations.

• People Systems & Data: Own our HRIS (Rippling) as system administrator, including configuration, integrations, and data integrity. Maintain employee records and build the reporting that gives leaders reliable visibility into headcount, attrition, and other people metrics.

• Benefits & Total Rewards: Manage our benefits programs end to end, from evaluation and renewals through open enrollment, new hire enrollment, life event changes, and terminations. Manage our broker, vendors, and 401k administrator. Coordinate leaves of absence from request through return. Serve as the point of contact for employee questions and report on utilization and spend.

• Compliance & Employment Administration: Keep us compliant in every state where we employ people, covering registrations, I-9s, EEO and state filings, ACA reporting, workers compensation, and unemployment claims. Maintain the compliance calendar so deadlines are met well before they become problems.

• Performance & Development: Run our performance review and promotion cycles, owning the timeline, system setup, communications, and calibration materials. Support managers through each step so the mechanics never get in the way of the conversations.

• Onboarding & Off-boarding: Partner with the Head of Operations to design our onboarding and off-boarding programs, then run them. Guide new hires from offer acceptance through their first weeks, working closely with recruiting, and handle off-boarding end to end, including transition logistics and documentation.

• Policy Documentation & Communication: Maintain our employee handbook and people policies. Partner with the Head of Operations on development of new policies or updating of existing policies. Own how policies are documented, rolled out, and communicated, and be the first stop for questions about how they apply.

• Culture & Employee Experience: Pay attention to what it's like to work here and invest in making it better. Propose and run the programs, rituals, and communications that strengthen how the team connects and recognizes each other, and find simple ways to hear from employees about what's working and what isn't.

• 4-7 years of progressive HR or people operations experience, including at least 3 years in a HR generalist role; you've owned a broad range of people responsibilities and are comfortable in the weeds of getting them done today and in thinking about how they'll need to scale a year from now.

• HRIS system administration experience, including implementation or migration, workflow configuration, configuring and running performance cycles, integrations, audit, and reporting; you've been the person who set up the flows, fixed the broken integration, and cleaned up and maintained the data. Familiarity with Rippling strongly preferred.

• Direct administration of employee benefits, including annual renewals, open enrollment, carrier and broker management, 401(k) administration, and leave coordination; you've owned the relationships with benefits vendors, run open enrollment end to end, walked employees through a leave from their first question to their return, and been the person everyone at the company comes to with a benefits question.

• Working knowledge of federal and state employment regulations for a multi-state employer, including FMLA, ADA, FLSA, ACA, I-9 and E-Verify, EEO reporting, and state-specific leave and notice requirements; you keep a compliance calendar, you know which filings are due when, and you know when a question needs to be escalated.

• Excellent written and verbal communication; you turn complicated policies into language employees actually understand and can walk the whole company through a benefits change so that it lands.

• Comfort operating without a playbook; when a process doesn't exist, you don't wait for the template, you write it. When one is unclear or overly manual, you document, systematize, or automate it before anyone asks.

• Exceptional attention to detail; you catch the enrollment error before it hits someone's paycheck, notice when a record in the HRIS doesn't match reality, and treat "close enough" as not done.

• Service orientation and responsiveness; you get real satisfaction from making other people's lives easier, and you'd rather chase down an answer for someone than send them off to chase it themselves.

• Experience at a high-growth company of 50 to 200 employees

• Experience as the first or sole HR resource

• Familiarity with Rippling

• Familiarity with supporting a distributed or international workforce

• Competitive salary and equity

• Medical, dental, and vision coverage

• 401(k)

• Monthly wellness and fitness stipend

• Paid time off policy, along with company holidays

• Annual company off-sites (Tahoe, Mendocino, Mexico City, San Diego, Park City)

• Parent-friendly policies, remote flexibility, and paid family leave

Pay Transparency Notice

Full-time offers include base salary, equity, and benefits.

Pay range: $140k-$160k base, based on seniority.

This is a hybrid role, in our San Francisco or NYC office 2-3 times per week.

Don’t meet every single requirement? Studies have shown that some candidates, especially underrepresented groups such as women and people of color, are less likely to apply to jobs unless they meet every single qualification. At Office Hours we believe in building a diverse and inclusive workplace, so if you’re excited about this role but don’t meet every qualification in the job description, we still encourage you to apply. You could still be the right candidate for this or other roles at Office Hours!