Head of People Operations

Role Overview

Head of People Operations (reports to VP, People and Culture) leads key pillars of the People & Culture function, ensuring the organization’s teams are supported, developed, and well-equipped to advance PJMF’s mission.

Responsibilities

Employee Relations

• Own employee relations as a primary point of contact for questions, concerns, and policy interpretation.
• Independently handle employee relations matters (advising managers on performance and conduct) with limited oversight.
• Document issues and processes precisely; use judgment to escalate highly complex/high-risk matters to the VP and outside counsel.

Manager Coaching & Development

• Design and run a manager coaching curriculum across all functions.
• Coach managers through performance concerns, difficult conversations, team dynamics, and conflict resolution.
• Maintain and refine a manager toolkit to reduce reliance on People & Culture for routine decisions.
• Identify management capability gaps and build targeted development responses.

Talent Acquisition

• Lead full-cycle recruiting for technical and non-leadership roles (sourcing, screening, interview design, offer coordination).
• Manage the ATS and ensure a consistent, well-documented candidate experience.
• Develop interview frameworks tied to PJMF’s competency model.
• Support the VP on senior searches.

Performance Management

• Own the annual and mid-year review cycle end-to-end (launch, communication, calibration prep, timeline management, quality review).
• Maintain and improve performance management infrastructure on a third-party platform.
• Support managers with evidence-based assessments.
• Spot rating patterns and bring calibration perspective to the VP.

Learning & Development

• Build an annual L&D calendar aligned to organizational competency needs.
• Design onboarding to accelerate time-to-contribution for new hires.
• Source and manage external facilitators and vendors for programs.

HR Operations & Compliance

• Own day-to-day HR operations (new hire setup, offboarding, employment verifications, status changes).
• Administer benefits in partnership with a PEO.
• Maintain compliance with federal and multi-state employment law requirements for a remote workforce.
• Manage record retention and I-9 compliance.
• Maintain HRIS accuracy; serve as primary system administrator for people systems.

Requirements

• 10+ years in HR, with at least 7 years in roles focused on employee relations, manager development/coaching, and/or talent management.
• Technical recruiting experience required.
• Demonstrated ability to coach managers through performance and conduct situations effectively.
• Deep working knowledge across core HR disciplines:
  • Employee relations
  • Talent development
  • Performance management
  • Full-cycle recruitment
  • Compensation & benefits
  • Multi-state employment law
• Demonstrated experience designing and delivering learning programs that change behavior.
• Experience managing a team preferred.

Nice to Have

• Prior experience leading a People team/manager-direct reports.