HR & People Operations Manager

HR & People Operations Manager

Location:

Timezone:

Reporting To:

Function:

Company Overview

high-velocity, proactive, and measurable revenue systems

Role Summary

The HR & Global People Operations Manager will serve as the operational anchor for our workforce, combining HR operations, talent onboarding, EOR administration, compliance, and employee experience into a tight, high-ownership charter. This role requires a professional who is confident operating in a U.S.-centric business environment, understands distributed employment models, and can translate strategy into execution without supervision. This is a hands-on, execution-first role designed for a builder who thrives in dynamic environments and scales systems, not bureaucracy.

Key Responsibilities

1. Global HR Operations & Workforce Administration

• Own the full employee lifecycle across India, U.S., and LATAM — onboarding, HRIS entries, payroll coordination, documentation, and compliance.
• Serve as the central point of contact for all EOR-related workflows (Deel, Remote, Rippling, Velocity Global, etc.).
• Maintain accurate, audit-ready HR files, contracts, agreements, and version-controlled templates.
• Track employee movements, transfers, probation status, PTO, and policy adherence across regions.
• Manage HRIS updates and ensure data integrity across multiple systems and vendors.

2. EOR Governance & Cross-Border Compliance

• Coordinate directly with EOR partners to manage hiring, contracts, benefits, salary changes, and monthly payroll cycles for U.S. and LATAM team members.
• Monitor compliance obligations, statutory requirements, and documentation across jurisdictions.
• Liaise with legal, finance, and PMO on global workforce governance, audits, and risk controls.
• Maintain contractor records, agreement renewals, invoice tracking, and payout schedules.

3. Onboarding & Talent Experience (U.S., India, LATAM)

• Deliver a world-class onboarding experience tailored to the expectations of U.S.-based and international talent.
• Manage all pre-boarding workflows: documentation, verification, HRIS setup, EOR coordination, asset readiness, and calendar integration.
• Create structured onboarding playbooks, role clarity templates, and Day-1/Week-1 immersion pathways.
• Conduct new hire orientation sessions and handoff to PMO, Talent Acquisition, and functional leaders.
• Reduce ramp time by ensuring every new hire hits the ground running with clarity, tools, and support.

4. Talent Acquisition Enablement

• Prepare offer letters, appointment letters, NDAs, amendments, and exit documentation.
• Coordinate candidate scheduling, follow-ups, and interview logistics across multiple time zones.
• Maintain recruiting dashboards, hiring templates, competency frameworks, and evaluation tools.
• Partner with Talent Acquisition (U.S. and India) to ensure smooth hiring → onboarding transitions.

5. Culture, Engagement & Employee Experience

• Strengthen employee touchpoints across India, U.S., and LATAM through structured communication and engagement rhythms.
• Support L&D initiatives, early cultural rituals, and internal communication cadences.
• Serve as a trusted, neutral partner for employee queries, clarifications, and workplace concerns.
• Drive recognition moments, celebrations, and milestone tracking across the global team.

6. Admin, Vendor Management & Operations Support

• Coordinate vendor onboarding, procurement, renewals, and performance reviews.
• Manage travel coordination, reimbursements, workspace administration, asset tracking, and operational logistics.
• Support event planning, leadership meetings, and cross-functional coordination.
• Maintain readiness for compliance audits, internal reviews, and documentation inspections.

7. PMO & Leadership Support

• Partner with the Director of Strategy & Operations (PMO) to align HR operations to quarterly priorities and organizational OKRs.
• Provide data, reporting, and insights to support workforce planning, capacity tracking, and organizational design.
• Enable the Office of the CEO by reducing administrative friction and ensuring smooth operational flow across the company.

Qualifications

• 3–6+ years of experience in HR operations, global HR, or people operations roles.
• Demonstrated experience working with U.S.-based companies, teams, or leadership.
• Practical exposure to

  EOR platforms

  such as Deel, Remote, Rippling, Oyster, or Velocity Global.
• Strong command of HR documentation, onboarding workflows, HRIS systems, payroll coordination, and compliance practices.
• Exceptional communication skills and comfort operating in a partial U.S. CST overlap.
• High integrity, high urgency, and a builder mindset suited for a fast-moving startup.

Core Attributes We Value

• Operational Excellence:

  Zero drama, zero confusion, clean execution.

• Ownership DNA:

  You take charge and eliminate friction before it hits leadership.

• Global Awareness:

  Able to navigate multi-country HR norms with ease.

• Confidentiality:

  Protects sensitive information with absolute rigor.

• Adaptability:

  Thrives in a founder-led, high-velocity environment.

• Systems Thinking:

  You build repeatable, scalable processes — not one-off fixes.

Culture & Professional Growth

Revenue Optics operates on three core principles:

• High Trust + High Standards:

  Autonomy paired with accountability

• Systems > Tasks:

  Focus on scalable execution, not isolated activity

• Energy = KPI:

  Sustainable performance, not burnout