Senior Manager, People Operations

Atticus; United States; Remote; USD 130,000 - 185,000; Full time

Benefits offered by this job

Medical & dental insurance

Vacation & holidays

OneMedical membership

Internet stipend

Education stipend

Student loan repayment

401(k)

HSA/FSA

Job summary

Atticus is hiring a People Operations leader to elevate our back-end operations—benefits, payroll, and multi-state compliance—through our PEO. You will own vendor relationships, policy evolution, and the employee experience as we scale.

You will report to the Head of People and collaborate with senior leaders to design programs that matter for a fast-growing, mission-driven tech company.

Qualifications

• 7+ years leading People Operations programs (benefits, payroll, compliance, policy) at a tech-driven company.
• Ability to present benefits analyses and navigate sensitive leave conversations with tact.
• Experience end-to-end with HRIS implementations and vendor partnerships.
• Partner with senior leaders on performance and merit cycles and lead cross-functional teams.
• Operate with high ownership and good judgment in ambiguous situations.

Responsibilities

• Own benefits, payroll, and multi-state compliance through our PEO.
• Manage vendors, spend, and decisions to improve People operations.
• Decide when to automate and how to evolve policies and benefits as the company grows.
• Lead the transformation of People policies and employee experience while maintaining compliance.

Skills

People Operations Leadership

Benefits management

Payroll systems

HRIS implementation

Vendor management

Cross-functional collaboration

Tools

HRIS

PEO

Payroll software

Job description

About Atticus

At any given time, 16 million Americans are experiencing a crisis that requires urgent help from our legal system or government. The right assistance could transform their lives. But today, most never get it.

Atticus makes it easy for any sick or injured American to get life-changing aid. Our mission is to tear down barriers between people in crisis and the aid they deserve. In the last six years, we’ve become the leading platform connecting people with disabilities to government benefits.

We also help victims of accidents, misconduct, and violence get compensation from insurance. So far, we’ve helped hundreds of thousands of people access over $10 billion in life-changing aid —and earned over 20,000 five-star reviews. And we’re just getting started.

We've raised more than $100 million from top VC firms like Forerunner, Google Ventures, and True Ventures, and we’re on our way to creating a category defining business assisting Americans in need.

The Job

In the next two years, we aim to help over 250,000 Americans get access to life-changing benefits. Behind that impact is a remarkable group of people — attorneys, engineers, client advocates, marketers, product managers, and more. The Atticus People team makes that work possible — we build the systems, policies and operations that enable us to do our best work.

We’re hiring a People Operations leader to uplevel the operational backbone of our People function: benefits, systems, payroll and multi-state compliance through our PEO, people policy, and our performance and merit cycles. You’ll manage the spend, the vendors, and decisions to uplevel our function and employee experience — when and how we leave our PEO, how to replace our HRIS, how our policies and benefits should evolve. As we grow, you’ll decide what we automate and set the standard for how this work gets done.

You’ll report to Amy Yu, our Head of People, and join a small, high-ownership team that cares deeply about our mission and about having real impact. The ideal candidate has owned people programs and operations at a tech-driven company and is excited to build operations somewhere the work really matters. We’ve helped hundreds of thousands of people get the benefits they deserve, and the people doing that work are who you’d be building for.

Qualifications

• 7+ years owning significant pieces of People Operations at a venture-backed Series C-D+ tech company, including benefits, systems, performance, compliance and policy
• You’re equally comfortable presenting benefits analysis as you are having a tough leave conversation, and handle both situations with tact and clarity
• You’ve owned HRIS systems end-to- end and implemented a new one seamlessly, and have chosen and managed People vendors and partners effectively
• You’ve partnered with senior leaders on performance and merit cycles, and you can run a cross-functional group that includes people more senior than you
• You operate with low ego but high ownership, and are comfortable both doing the work and directing it
• You’re comfortable operating in the gray — we believe in low(er) process and high judgment, so we don't have rigid policies for every case. This role requires applying good judgment and care when the answer isn't obvious.

Salary and Benefits

The role is a rare opportunity to join a fast-growing Series C startup that doubles as a B-corp social enterprise. Our team is still small enough for you to have an outsized impact on how we operate and how our people experience unfolds.

We offer competitive pay — including equity — and generous benefits:

• Medical and dental insurance with 100% of employee and family premiums covered
• 15 vacation days & ~20 paid holidays each year (including two weeks at end-of-year)
• Free membership to OneMedical
• $600/year internet stipend
• $1,000 reimbursable stipend for education and training outside of work
• Up to $1,200/year student loan repayment assistance
• 401(k) and optional HSA/FSA
• Humble, thoughtful, smart, fun colleagues

We anticipate the base salary band for this role will be between $130,000 to $185,000 in addition to equity and benefits. The salary at offer will be determined by a number of factors such as candidate’s experience, knowledge, skills and abilities, as well as internal equity among our team.

Location

This job is fully remote and we’re committed to empowering everyone with flexibility. Work remotely, and travel to LA (on the company dime) as needed to be with your colleagues – usually quarterly, plus offsites. We care a lot about building a great culture and we think some interactions need to happen in person, so we put a lot of thought into retreats, offsites, and other ways to gather.