Manager, People Ops & Automation

Team/ Role Paragraph: We're looking for an AI-forward operator to lead how our People Operations function runs, including the systems, signals, and service model that power the entire employee experience. This role sits at the intersection of data, automation, and people strategy: you'll use AI and predictive insight to anticipate organizational needs before they become problems, and you'll lead a team that turns those insights into scalable, human-centered solutions.

You'll own the design, execution, and continuous improvement of HR service delivery, partnering closely within our People Ops team and with partner teams like IT, Payroll, HR M&A, and HR Business Partners to modernize how we work. This isn't a role about maintaining the status quo; it's about reimagining how a People function should run in an AI-enabled world, faster, smarter, and more responsive to the business.

What you’ll do:

• Lead with foresight, not hindsight. Use Jira, Workday, ticketing trends, service-level data, employee experience signals, and capacity data to anticipate where the organization will need to simplify, standardize, automate, or redesign work before issues surface as escalations.
• Build and scale AI-powered service delivery. Support the optimization of knowledge management, case management, employee lifecycle workflows, embedding generative AI and automation wherever it improves speed, accuracy, and employee experience, while preserving the right level of human judgment, oversight, and compliance.
• Act as a strategic advisor across the People function. Serve as a trusted partner to our Centers of Excellence, ensuring HR functions operate as one connected system aligned to business priorities, not a set of disconnected processes.
• Turn ambiguity into operating clarity. Translate complex, cross-functional needs into process maps, requirements, success metrics, operating procedures, and launch plans that route work to the right tier whether automated, self-service, or human-supported.
• Lead and develop a team, modeling how to use data and AI as a daily decision-making tool, not a side project.
• Drive measurable outcomes. Continuously tie process and automation investments back to efficiency gains, cost, risk reduction, and employee experience improvements.

Required Skills and Experience:

• 7+ years of experience in People Operations, HR program management, operations strategy, process improvement, HR technology, or a related field, including complex cross-functional portfolio leadership.
• A demonstrated track record of using AI and automation to redesign operational workflows at scale in a global organization, not just piloting tools, but embedding them into how work gets done.
• Strong program management fundamentals: prioritization, governance, dependency management, executive communication, and the ability to drive delivery through ambiguity.
• Experience partnering with HR technology teams on requirements, testing, data quality, controls, and change adoption for Workday, Jira, or similar platforms.
• Data-driven, systems level thinker who connects operational metrics to investment decisions, employee experience, risk, and business outcomes.
• Excellent communication, judgment, and discretion with sensitive employee and business information.
• Utilizes generative AI responsibly, maintaining human oversight to deliver business-ready outputs and drive measurable improvements in workflow efficiency, cost, and quality.

Requirements:

• Demonstrates the ability to responsibly use generative AI tools and copilots (e.g., LibreChat, Gemini, Glean) in daily workflows, continuously learn as tools evolve, and apply human‑in‑the‑loop practices to deliver business‑ready outputs and drive measurable improvements in efficiency, cost, and quality.