Sr Manager, People

7Seventy; United States; Remote; USD 160,000 - 190,000; Full time

Benefits offered by this job

Equity compensation

Medical, dental, vision coverage

401(k) retirement plan

Remote-first with hubs in Bay Area &NY

16 weeks parental leave

DoorDash benefits

Job summary

7Seventy is seeking a Sr Manager, People to lead core HR programs, including job leveling, compensation philosophy, performance management, and management development. You will blend strategic design with hands-on HR business partnering to guide managers on performance, promotions, and career growth.

The role serves engineering and expanding functions across the organization, focusing on scalable HR frameworks, employee relations, and multi-state compliance in a remote US setting.

Qualifications

• Experience designing foundational HR programs including job leveling, compensation philosophy, and development.
• Experience partnering with people managers as an HR advisor on performance, compensation, and promotions.
• Experience developing management training programs and supporting people leaders.
• Experience handling complex employee relations cases with consistent HR practices.

Responsibilities

• Design and implement company-wide job leveling framework across functions.
• Establish promotion criteria and leveling standards for new roles.
• Maintain alignment of levels to support equitable progression and compensation decisions.
• Develop growth frameworks linking levels to career plans and feedback.
• Create and launch management development programs for people managers.
• Own compensation philosophy including cash, equity, bonuses, and structure alignment.

Skills

HR program design

HR business partnering

Employee relations

Performance management

Compensation philosophy

Job leveling

Management development

HR compliance

Multi-state employment law

Job description

Core Areas: HR Business Partnering, Employee Relations, Performance Management, Compensation Strategy, Job Leveling, Management Development, HR Compliance, Multi-State Employment Law

Compensation: $160,000–$190,000 annually, plus equity

About the Role

The Sr Manager, People will lead the development and execution of core human resources programs, including company-wide job leveling, compensation philosophy, performance management, employee development, and management training. This position combines strategic HR program design with hands‑on HR business partnering, helping managers make consistent decisions about employee performance, promotions, compensation, and career growth.

The role serves as a trusted HR partner to engineering managers, with responsibilities expanding to managers across other functions as the organization grows. Key priorities include strengthening employee relations practices, establishing scalable HR frameworks, supporting compensation calibration, and maintaining compliance with multi‑state U.S. employment laws, policies, records, and filing requirements.

What You’ll Do

Sr Manager, People

Remote (United States)

Job Details

Location: United States

Workplace: Remote

Employment Type: Full‑time

Core Areas: HR Business Partnering, Employee Relations, Performance Management, Compensation Strategy, Job Leveling, Management Development, HR Compliance, Multi‑State Employment Law

Compensation: $160,000–$190,000 annually, plus equity

About the Role

The Sr Manager, People will lead the development and execution of core human resources programs, including company‑wide job leveling, compensation philosophy, performance management, employee development, and management training. This position combines strategic HR program design with hands‑on HR business partnering, helping managers make consistent decisions about employee performance, promotions, compensation, and career growth.

The role serves as a trusted HR partner to engineering managers, with responsibilities expanding to managers across other functions as the organization grows. Key priorities include strengthening employee relations practices, establishing scalable HR frameworks, supporting compensation calibration, and maintaining compliance with multi‑state U.S. employment laws, policies, records, and filing requirements.

What You’ll Do

Build and Manage HR Programs

• Design and implement a company‑wide job leveling framework that defines expectations, responsibilities, and performance standards across functions.
• Establish consistent promotion criteria and leveling standards as new positions and organizational functions are introduced.
• Maintain alignment between job levels across departments to support equitable career progression, compensation decisions, and performance evaluations.
• Develop employee growth frameworks that connect job levels with career development plans, promotion discussions, performance calibration, and constructive feedback.
• Create and launch management development programs that help new and existing people managers strengthen their leadership and employee management capabilities.
• Own the compensation philosophy, including approaches to cash compensation, equity, bonuses, and compensation structures aligned with job leveling.

Provide Strategic HR Business Partnering

• Serve as a trusted HR advisor to engineering managers and an expanding group of managers across the organization.
• Partner with managers on employee performance, compensation calibration, promotions, professional development, and complex personnel matters.
• Guide managers through difficult employee conversations and provide practical, direct advice on people‑related decisions.
• Support consistent application of performance expectations, employee development practices, and compensation principles across teams.

Lead Employee Relations and HR Compliance

• Manage employee relations cases directly, addressing sensitive workplace situations and supporting appropriate resolutions.
• Develop employee relations frameworks, procedures, and playbooks that promote consistent handling of workplace issues as the organization scales.
• Oversee compliance with multi‑state U.S. employment laws and applicable employment requirements.
• Maintain HR policies, employment records, and required filings to support compliant and scalable people operations.
• Build reliable HR processes that help managers make informed personnel decisions while reducing employment‑related risks.

Qualifications

Required Experience

• Experience designing and building foundational HR programs, including job leveling frameworks, compensation philosophy, and employee development processes.
• Experience partnering directly with people managers as a trusted HR advisor on performance, compensation, promotions, and employee relations matters.
• Experience developing management training programs and supporting managers in their employee leadership responsibilities.
• Experience handling complex employee relations cases and establishing consistent HR practices.

Required Skills

• Ability to design and maintain company‑wide job leveling structures, promotion criteria, and consistent career progression standards across functions.
• Knowledge of compensation philosophy and the relationship between job levels, cash compensation, equity, and bonus structures.
• Ability to develop performance management practices, employee development plans, calibration processes, and meaningful feedback frameworks.
• Strong HR business partnering capabilities, including advising managers on sensitive employee matters and complex personnel decisions.
• Ability to create practical management development programs that improve people management effectiveness.
• Knowledge of employee relations practices and the ability to develop repeatable procedures and frameworks for resolving workplace issues.
• Understanding of multi‑state U.S. employment law, HR compliance, employment policies, record‑keeping, and required filings.
• Ability to evaluate existing HR processes, identify weaknesses, and build scalable solutions that support organizational growth.
• Sound judgment, empathy, self‑awareness, and the ability to provide candid guidance during challenging employee situations.

Benefits

• Equity compensation opportunities.
• Comprehensive medical, dental, and vision coverage, with approximately 100% of employee premiums covered.
• 401(k) retirement plan.
• 16 weeks of fully paid parental leave for birthing and non‑birthing parents, including adoptive parents.
• Remote‑first work environment with company hubs in the Bay Area and New York.
• Generous work‑from‑anywhere and wellness benefits.
• Monthly DoorDash benefits.
• Flexible time‑off policy.
• Company offsites and opportunities for in‑person team connections.

Recruitment notice: all communication only happens from authorized email addresses ending [e-mail]. We never ask for payments or sensitive documents. Suspect a scam? Email [e-mail]