Senior People Operations Manager
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Job Description
Senior People Operations Manager owning HR technology, compliance, and process transformation. Supporting Mixpanel, a product intelligence and analytics platform, as it scales.
Responsibilities:
- Lead HR operations programs end-to-end by defining scope, owners, milestones, risks, and success measures
- Serve as primary functional owner for core People technology platforms, including HRIS, ATS, LMS, and performance tools
- Configure platforms, manage upgrades, and evaluate features
- Lead technology deployments, platform conversions, and module rollouts across IT, HRIS, and vendor teams
- Research and benchmark HR technology trends and maintain a People technology roadmap
- Apply AI and emerging tools to improve People Operations workflows
- Establish and enforce data governance standards across HR systems
- Design and implement a tiered HR support model with ownership, escalation paths, and service levels
- Map current- and future-state workflows across People, Payroll, Finance, and IT to reduce manual work and maximize automation
- Author and maintain an SOP and documentation library
- Own compliance for I-9/E-Verify, records retention, and system access auditing
- Monitor employment law and data privacy developments and translate changes into compliant configurations and workflows
- Manage EOR providers and software vendor relationships, including escalations and accountability conversations
- Facilitate alignment among managers, HR leadership, and diverse stakeholders
Requirements:
- Owned People Operations programs in a high-growth technology environment, including navigating ambiguity and building structure where little existed before
- Served as a functional owner or administrator for HR platforms such as an HRIS, ATS, or LMS, including configuration, rollouts, and cross-functional coordination with IT and vendors
- Built or contributed to a People technology roadmap, including evaluating tools, benchmarking options, and making a case to leadership for investment decisions
- Documented and redesigned people processes across the full employee lifecycle, with a track record of reducing manual steps and improving the experience for employees and operators
- Influenced cross-functional partners in Payroll, Finance, IT, or Legal to adopt new workflows or ways of working, without direct authority over those teams
- Applied structured project management practices to multi-stakeholder initiatives: clear plans, tracked dependencies, proactive risk communication, and executive-ready status updates
- Established or enforced data governance standards in HR systems, including data quality audits, mass change approvals, and corrective action with multiple teams
- Managed compliance programs such as I-9/E-Verify, records retention, or data privacy requirements with a proactive approach
- Communicated clearly and directly across levels, from frontline employees to leadership, and adapted the message without losing the substance
- Bonus: Experience with Paylocity, Lattice, or ChartHop, or a documented history of migrating between major HR platforms
- Bonus: Familiarity with employer-of-record models and the operational complexity of a distributed, global workforce
- Bonus: Experience building or refining a tiered HR service model
- Bonus: Applied use of AI tools to redesign team workflows
Benefits:
- Comprehensive Medical, Vision, and Dental Care
- Mental Wellness Benefit
- Generous Vacation Policy & Additional Company Holidays
- Enhanced Parental Leave
- Volunteer Time Off
- Additional US Benefits: Pre-Tax Benefits including 401(K), Wellness Benefit, Holiday Break
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