People Operations Manager

OpenKrill; United States; Presencial; USD 90 000 - 130 000; Tempo integral

Vantagens oferecidas por esta oferta de emprego

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Resumo da oferta

ACI Learning is seeking a seasoned People Operations professional to lead talent acquisition and help scale our HR systems. You will own end-to-end recruitment, support biweekly payroll processes with AI-assisted workflows, and advise managers across functions.

The role emphasizes autonomous work across multiple responsibilities with growth potential. You'll manage HRIS/ATS configurations, drive process improvements, and partner to shape a culture of data-driven decision making in a fast‑growing

Qualificações

• 5-8 years in People Operations with hands-on Talent Acquisition ownership.
• Bachelor's degree in Business, HR, or related field, or equivalent experience.
• Demonstrated use of AI tools in recruiting/HR workflows; discuss specifics.
• Strong analytical and problem-solving skills for process improvement.
• Proven track record of moving requisitions quickly and time-to-fill metrics.

Responsabilidades

• Own talent acquisition end-to-end for open requisitions.
• Support payroll and performance management processes.
• Advisory role to managers; partner across orgs.
• Administer People Ops systems: HRIS, ATS, and workflows.
• Identify and fix scalable process gaps before they become issues.

Conhecimentos

People Operations

Talent Acquisition

AI in HR

Analytics

Cross-functional

Independent work

Formação académica

Bachelor's degree in Business/HR

Ferramentas

Greenhouse

HiBob

ATS/HRIS

Descrição da oferta de emprego

Join the ACI Learning Adventure!

Our Mission

Welcome to a new era of learning, where individuals and organizations come to transform goals into measurable success. At ACI Learning, we believe that anything worth doing is worth leading the way—with innovation, exceptional experiences, and impactful results.

We provide a full ecosystem of learning and development solutions that empower people and businesses to lead with confidence, learn with purpose, and achieve outcomes that matter. Join us, and together, we'll shape the future of skill-building and professional growth.

The ACI Team

Imagine collaborating with over 200 of the brightest minds who are passionate, grounded, and dedicated to shaping the future of eLearning. Together, we're not just a team; we're a movement in one of the most exciting times in tech.

Purpose-Driven Culture

At ACI Learning, work isn’t just a job. It’s a passion we pour into every project, every day. We celebrate creativity, innovation, and the joy of doing what we love.

Your Opportunity

Are you ready to be part of something transformative? Dive into a world of collaboration, growth, and endless potential.

Who We Are

ACI Learning is a leading provider of audit, cybersecurity and IT training solutions, empowering individuals and organisations worldwide to improve their technical capabilities and their cybersecurity with compelling and comprehensive training. Our leadership position extends even further to our new SaaS Learning Platform myACI that goes beyond audit, cyber and IT training to provide organisational and individual knowledge assessment, analytics and training delivery with integrated AI to understand capabilities and skill gaps for organisations.

The Role

This is a broad, independently-run People Operations seat with real ownership over how it works, not a narrow lane where someone else makes the calls. Talent acquisition is the biggest focus (~60%), with payroll (~10%) and performance management, employee relations, advisory, and systems administration rounding out the rest (~30%).

This role is built as a first step, not a ceiling. There's real room to grow, whether that's building out a team, expanding scope, taking on compensation management for candidates who bring that background, or stepping into a more senior seat down the line. It's an especially strong move if you're already operating above your current title and ready for the autonomy and official scope to match, or if you're a talent acquisition professional looking to expand into the rest of People Operations.

One requirement we won't bend on: AI has to be part of how you work, not a tool you've heard of. If you haven't used AI to speed up sourcing, screening, payroll, or HR documentation, this isn't the seat.

What You’ll Own

Talent Acquisition (~60%)

• Full-cycle recruiting ownership for all open requisitions: sourcing, screening, interview coordination, offers, and candidate communication
• Direct accountability for time to fill and requisition throughput across the org
• Proactive, consistent hiring manager support, including setting and managing expectations when volume or market conditions create friction
• Building a recruiting process and funnel that holds up under increasing volume without needing headcount added every time things get busy
• Using AI tools to speed up sourcing, screening, and candidate communication without sacrificing candidate experience

Payroll (~10%)

• Biweekly payroll processing and administration, run efficiently and accurately
• Expected to use AI tools to streamline payroll execution, not process it the slow, manual way
• Coordination with Finance on payroll‑adjacent compliance (tax withholding, multi‑state SUI, income withholding orders) as needed

Performance Management, Employee Relations, Advisory & Systems Administration (~30%)

• Supporting performance management processes and documentation across the organization
• Employee relations casework, with appropriate judgment on when to upscale versus resolve independently
• Serving as a People Ops advisor to managers and directors org-wide, including those outside your reporting line
• Acting as one of our primary admins for the People Ops systems environment, including the HRIS, ATS, and other related platforms: configuration, workflow setup, permissions, data integrity, and ongoing maintenance
• Keeping those systems configured to match our actual needs as they evolve, rather than letting configuration drift from how the business actually works
• Identifying where current People Ops processes won't hold up as the company scales, and building the fix before it's a crisis

Backup Support & Cross‑Training

• Onboarding and offboarding
• Promotions
• Records management
• Other People Operations processes as they come up

Minimum Qualifications

• 5-8 years of experience in People Operations/HR, including direct, hands‑on ownership of a Talent Acquisition function, not just support or coordination within one
• Bachelor's degree in Business, Human Resources, or a directly related field, or equivalent additional directly related work experience in lieu of a degree
• Demonstrated use of AI tools in actual recruiting or HR workflows; be ready to talk specifics, not just familiarity
• Strong analytical, problem‑solving, and critical thinking skills; you treat recruiting like a process to be measured and improved, not a queue to be worked
• A track record of moving requisitions quickly and keeping time‑to‑fill down, ideally with numbers to back it up
• Comfortable operating independently across multiple functions with minimal oversight
• Strong written and verbal communication skills, including the ability to advise managers and directors outside your reporting line with credibility

Preferred Qualifications

• SHRM‑CP/SHRM‑SCP or PHR/SPHR (HRCI) credential; very strong preference, though not an automatic disqualifier for an otherwise exceptional candidate
• Hands‑on administration experience with an ATS (Greenhouse or similar) and/or an HRIS (HiBob or similar), beyond end‑user familiarity; comfortable owning configuration and system upkeep, not just using what's already set up
• Payroll processing experience, ADP or comparable platform; willingness and aptitude to take it on and run it efficiently with AI assistance matters more than prior tenure
• Experience with employee relations casework and performance management process design
• Experience building or significantly improving a recruiting function's process or systems from scratch, rather than operating inside one that was already built
• Background in a lean or rapidly scaling organization where you've had to build structure without a large team behind you
• Compensation management experience (benchmarking, pay bands, equity); not expected on day one, but a strong bonus and a natural area for this role to grow into for the right candidate

This description covers the major, most essential areas of responsibility for this role. It isn't an exhaustive list of every task, and as both you and the function grow, expect the scope of what you own to grow right along with it.At ACI Learning, we offer a competitive, experience-driven salary range that aligns with your qualifications and contributions. To that end, the posted salary range reflects our most reasonable assum