Senior Manager, People

OXMAN; New York (NY); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Flexible working environment

Health benefits

Team-building activities

Job summary

OXMAN, based in Manhattan, is seeking a Senior Manager, People, to lead the People function as a one-person team reporting to the CFO. This role requires a seasoned leader skilled in recruiting and employee management to oversee the full employee lifecycle in a transformative design and science environment.

The ideal candidate will manage people strategies, recruit talent across diverse roles, and ensure compliance with employment laws, contributing to OXMAN's culture and growth.

Qualifications

• 5+ years of progressive HR experience in recruiting, employee relations, and compliance.
• Experience as a sole People leader in a startup or high-growth organization.
• Full-cycle recruiting including direct sourcing and managing search partners.

Responsibilities

• Design and execute People strategies aligned with company objectives.
• Own the talent acquisition cycle for all roles including research and design.
• Advise the CFO and senior leadership on workforce planning and organizational design.

Skills

HR Generalist Experience

Compliance Knowledge

Talent Acquisition

Data Analysis

Communication Skills

Education

Bachelor's degree in Human Resources or Business

Tools

HRIS Platforms (e.g., ChartHop)

ATS Tools (Ashby)

PEO Management (TriNet)

Job description

OXMAN Overview

OXMAN is a nature-based research and design company based in Manhattan. We incubate ventures and technologies that reimagine the relationship between humanity and the natural world. Working across disciplines -- from architecture and ecology to materials science and computation -- we develop nature-centric solutions to critical environmental challenges.

Role Overview

OXMAN is seeking a Senior Manager, People to lead our People function as a one-person team, reporting directly to the CFO. This is a rare opportunity for a seasoned People leader with strong recruiting instincts to own the full employee lifecycle at a visionary, fast-moving design and science company.

The ideal candidate is equally comfortable advising the CFO on workforce planning strategy and rolling up their sleeves to post a job, run an interview process, or process payroll. They will have built or managed the People infrastructure in startup or incubator environments and thrive in organizations where no two days look alike. They understand that at 22 people and growing, culture is lived in the day-to-day and that the policies, programs, and hiring decisions they make will shape OXMAN for years to come.

Key Responsibilities

• Design and execute People strategies aligned with company objectives, including policy development, compliance, and culture initiatives
• Own the full talent acquisition cycle: sourcing, screening, interviewing, offers, and onboarding for all roles across all areas including research, design, engineering, and operations
• Manage external recruiting partnerships and ensure alignment with OXMAN's unique talent profile
• Build and administer performance management, employee engagement, recognition, and succession planning programs
• Advise the CFO and senior leadership on People matters including workforce planning, organizational design, and scaling strategy
• Ensure all workplace policies reflect current legal, ethical, and industry best practices across federal and New York State employment law
• Oversee compensation benchmarking, benefits administration, and payroll operations
• Support managers on employee relations, conflict resolution, and organizational change
• Design programs to support rapid growth, potential spin-offs, and role definition in a high‑change environment
• Own and optimize the People technology stack (HRIS, ATS, payroll systems) and generate data‑driven People metrics and reporting

Key Goals and Outcomes

• Design and execute People strategies aligned with company objectives, including policy development, compliance, and culture initiatives
• Own the full talent acquisition cycle: sourcing, screening, interviewing, offers, and onboarding for all roles across all areas including research, design, engineering, and operations
• Manage external recruiting partnerships and ensure alignment with OXMAN's unique talent profile
• Build and administer performance management, employee engagement, recognition, and succession planning programs
• Advise the CFO and senior leadership on People matters including workforce planning, organizational design, and scaling strategy
• Ensure all workplace policies reflect current legal, ethical, and industry best practices across federal and New York State employment law
• Oversee compensation benchmarking, benefits administration, and payroll operations
• Support managers on employee relations, conflict resolution, and organizational change
• Design programs to support rapid growth, potential spin‑offs, and role definition in a high‑change environment
• Own and optimize the People technology stack (HRIS, ATS, payroll systems) and generate data‑driven People metrics and reporting

Required Experience

• 5+ years of progressive HR/People experience, including hands‑on generalist work across recruiting, employee relations, compliance, and operations
• Demonstrated experience as a sole People leader or in a small HR team, ideally in a startup, incubator, or high‑growth organization
• Full‑cycle recruiting experience, including direct sourcing and management of external search partners
• Working knowledge of HRIS/ATS systems, payroll platforms, and New York State and federal labor regulations
• Proven ability to advise and influence senior leadership including C‑suite stakeholders
• Experience establishing People operations from scratch or in a lightly resourced environment
• Bachelor's degree in Human Resources, Business, or a related field

Preferred Experience

• Prior experience in VC‑backed, design‑driven, science‑oriented, or architecture/AEC organizations
• Experience supporting organizational spin‑offs, entity formation, or rapid headcount scaling
• Exposure to international employment considerations, visa processing, or multi‑entity People operations
• Strategic project management experience tied to organizational transformation
• Certifications such as SHRM‑CP, SHRM‑SCP, or PHR are preferred

Technical Skills

• Proficiency with HRIS platforms (e.g., ChartHop)
• Familiarity with ATS tools (Ashby) and structured interviewing frameworks
• Experience managing strategic relationship with PEO (TriNet)
• Ability to manage payroll administration and benefits enrollment independently
• Comfort with data analysis and People metrics reporting
• Working knowledge of compensation benchmarking tools and methodologies

Essential Qualities

• Credible and executive‑ready, comfortable presenting to and partnering with the CFO and CEO
• Resourceful and self‑directed, able to build from scratch without a team or template
• Mission‑aligned, energized by work at the intersection of design, science, and ecology
• Meticulous and compliance‑minded, no detail too small when it comes to employment law or documentation
• Warm and people‑first, operating as the kind of People leader employees actually want to talk to
• Adaptable and calm under pressure, thriving in a fast‑moving, ever‑changing environment
• Exceptional verbal and written communication skills