People Operations Manager

Go4; United States; Remote; USD 95,000 - 115,000; Full time

Benefits offered by this job

Health benefits

401(k)

Unlimited PTO

Fully remote

Core hours 11:00–15:00 ET

Job summary

Go4 is seeking a People Operations Manager to own the function from day one, building the onboarding program, handbook, and systems of record. You will source, interview, write offers, run onboarding, and manage benefits for a distributed workforce. No direct reports initially; reports to the COO.

The role encompasses recruiting, policy creation, and employee relations in a fully remote US-wide setting. You will also shape culture, coordinate quarterly in-person gatherings, and drive AI-assisted

Qualifications

• 5+ years in people operations or HR generalist role covering recruiting, compliance, benefits, and employee relations.
• Experience building or running a full HR function in a small to mid-size company.
• Experience sourcing, screening, and closing candidates for multiple roles.

Responsibilities

• Own corporate recruiting end-to-end for 5–10 hires planned over the next year.
• Own and improve Go4’s hiring system, including job descriptions and scoring rubrics.
• Lead implementation of an HRIS and ATS and make them system of record.
• Manage employee data, onboarding, benefits, and file maintenance.
• Create process documentation and automate recurring tasks.

Skills

Recruiting

HRIS

ATS

Policy writing

Employee relations

Culture-building

AI in HR

Education

PHR/SHRM-CP

Tools

Claude AI

Job description

Go4 is a sports safety and intelligence platform. We place credentialed Athletic Trainers at events and venues. Every shift produces structured data: a verified credential check, a venue-specific emergency action plan, and a clinical record filed on site. More than 26,000 Athletic Trainers work through Go4, serving more than 5,000 schools, colleges, leagues, and facilities across all 50 states.

The coverage is the service and the record is the asset. Go4 is becoming the authoritative record of who provided medical coverage, where, and to what standard. That record is the data layer that makes credentialing, governance, and insurance underwriting possible at scale.

The people function is run today by the CEO and the COO, on top of their actual jobs. This role takes it over and builds it properly.

About the Team

Go4 is a sports safety and intelligence platform. We place credentialed Athletic Trainers at events and venues. Every shift produces structured data: a verified credential check, a venue-specific emergency action plan, and a clinical record filed on site. More than 26,000 Athletic Trainers work through Go4, serving more than 5,000 schools, colleges, leagues, and facilities across all 50 states.

The coverage is the service and the record is the asset. Go4 is becoming the authoritative record of who provided medical coverage, where, and to what standard. That record is the data layer that makes credentialing, governance, and insurance underwriting possible at scale.

The people function is run today by the CEO and the COO, on top of their actual jobs. This role takes it over and builds it properly.

About the Role

We are looking for a People Operations Manager who wants to own a function rather than a piece of one. This is the first dedicated people hire in the company’s history. The hiring process, the onboarding program, the handbook, and the systems of record do not exist yet. You will create them and then run them.

There are no direct reports and none are planned. You will source the candidate, schedule the interview, write the offer, run the onboarding, administer the benefits, and keep the files straight. The role reports to the COO and covers the corporate team. Our Operations team owns the Athletic Trainer workforce day-to-day, and you are the escalation point for serious employment questions there.

In this role, you will:

• Own corporate recruiting end-to-end for the 5 to 10 hires planned over the next year. That means sourcing, screening, scheduling, offers, and close.
• Own and extend Go4’s hiring system, including job descriptions, scorecards, weighted rubrics, and the AI-assisted scoring that runs on top of them. Run calibration for everyone who sits on an interview panel.
• Assess and recommend an HRIS and an applicant tracking system, lead the implementation, and make them the system of record.
• Own employee data, including new hires, changes, and terminations, and hand it to Finance clean. Finance runs payroll processing and payroll tax registrations.
• Write process documentation another person could follow, and automate or AI-assist the recurring work so the function scales past one person.
• Keep the handbook, policies, I-9s, and employee files current, and stay ahead of state employment obligations as remote hiring expands our footprint.
• Advise on employee relations. You prepare the documentation and make the recommendation, and the COO makes the decision.
• Build the onboarding program, covering logistics before the start date, first week structure, 30/60/90 expectations, and a consistent ramp across every function.
• Own benefits in full, including plan administration, annual renewal, open enrollment, the broker relationship, and employee questions.
• Own culture for a distributed workforce. We bring the whole company together four times a year, and you will plan and run those gatherings end to end, including the agenda, the logistics, the budget, and the follow-through.
• Own the rituals and artifacts that keep a remote company pointed at the same goals. That includes the all-hands cadence, written updates, recognition, team traditions, and the internal communication that carries decisions to everyone who was not in the room.
• Support the OKR process and quarterly goal setting. You will run the calendar, collect and publish the goals, keep them visible between quarters, and chase the updates so the review is about progress rather than reconstruction.

What the first year looks like:

We have already written the scorecard you would be reviewed against. It has four objectives, and they carry from this description into your 2027 performance review unchanged.

• Hiring delivered against a defined bar. The plan is filled on time and every search runs against a written scorecard agreed before the first interview.
• People systems of record in place and in use. An HRIS and an applicant tracking system are selected, implemented, and actually used.
• Compliance and policy foundation. The handbook, policies, I-9s, employee files, and state registrations are current and defensible.
• Culture, onboarding, and employee experience. A documented onboarding program exists, the four company gatherings land, the rituals that hold a remote company together are running, and the executive team is out of day-to-day people work.

You might thrive in this role if you:

• Have 5 or more years in people operations or as an HR generalist, with enough range to cover recruiting, compliance, benefits, and employee relations without supervision.
• Have been the sole or primary people person at a small company and built the function rather than inheriting it.
• Have personally sourced, screened, and closed candidates. Coordination experience alone is not enough for this job.
• Have selected and implemented an HRIS or an applicant tracking system, including the data migration and the part where people actually use it.
• Have written policy from a blank page and can tell the difference between real employment risk and theoretical employment risk.
• Write things down. Process that exists only in one person’s head is a risk to the business and we treat it that way.
• Use AI in your current work and can describe specific workflows. We run on Claude, including direct access to production data, and one person covers this scope because of that leverage.
• Are comfortable being the only person in the function, making the call, and owning what follows.
• Have built culture deliberately in a distributed company, including running in-person gatherings and the rituals that hold a remote team together between them.

Also valuable:

• PHR, SHRM-CP, or an equivalent certification.
• Experience with employment compliance across multiple states.
• A background in healthcare, staffing, or marketplaces, particularly with credentialed or clinical workforces.
• Experience running a benefits renewal and managing a broker.
• Experience with contractor and employee classification questions.
  

About Go4

Go4’s purpose is to become the record of who provided medical coverage, where, and to what standard. Every athlete deserves a credentialed professional on site, and every organization deserves proof that one was there.

Go4 is an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or other applicable legally protected characteristic. Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws.

We are committed to providing reasonable accommodations to applicants with disabilities. Requests can be made to our People Operations team at any point in the process.

Compensation

$95K to $115K plus equity

The base pay offered may vary depending on multiple individualized factors, including job-related knowledge, skills, and experience. In addition to the salary range listed above, total compensation includes equity participation, an annual performance bonus, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with Go4 contributing 50% of premium cost.
• 401(k) retirement plan.
• Flexible, uncapped paid time off, plus ten paid company holidays.
• Fully remote, anywhere in the U.S., with core collaboration hours of 11:00 AM to 3:00 PM ET.

More details about our benefits are available to candidates during the hiring process. This role is at-will and Go4 reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.