Operations Manager

Who you are

• Experience in general operations (Chief of Staff, Ops Manager) or People Operations, or as a leader who has owned People topics directly
• Strong analytical and modelling skills, comfortable with numbers
• Track record of earning trust and managing stakeholders across an organisation, including senior ones
• Tech-savvy: proactive with new tools, AI and automation
• Reasons from first principles and handles exceptions with logic rather than personal discretion
• Values simplicity and cuts process where process is not needed
• Understands a strong culture and carries it without trying to reinvent it
• Resilient to feedback on topics where everyone has an opinion
• Strong ownership and autonomy
• Low ego

What the job involves

• As Morpho grows, we want to keep the way we operate simple: give managers and team members the tools to make good people decisions themselves and be more autonomous and effective, rather than building a large HR function around them
• You will help build the People infrastructure that makes this possible
• This is a high-ownership role at the intersection of People, operations and product thinking
• You will own People products end-to-end — from understanding where managers or team members are struggling, to designing a solution, rolling it out and improving it based on feedback
• This can range from making onboarding work seamlessly across teams and geographies, to improving how we manage compensation, People data or internal tools
• Own People products and projects from problem identification to rollout and iteration
• Speak regularly with managers and ICs to understand recurring friction and where People infrastructure is not working well enough
• Turn recurring questions and manual work into clearer tools, better workflows or automation
• Improve onboarding so new joiners, managers and other owners know what to do without constant coordination from People
• Help improve performance, feedback, promotion and career processes as Morpho scales
• Build and maintain the compensation infrastructure: market data, principles and decision tools that help managers and leadership make good decisions
• Make People information easy to find, understand and use
• Use AI and automation wherever they can reduce repetitive work or improve the user experience
• Support sensitive People situations when specific judgment, trust or independence is needed
• Take on new People infrastructure problems where they can create the most leverage across the organization
• First 30 days
• You understand how Morpho operates and how the People team works. You have spoken with managers and ICs about their main People friction, run your first People projects and identified where the current infrastructure is creating unnecessary manual work or dependency
• First 3 months
• You own several People products end-to-end and are improving them based on user feedback. Eg: Onboarding works with limited coordination from People. Common People questions are easier to answer without a manual request. At least one recurring source of friction has been turned into a better tool, workflow or automation
• First 6 months
• Managers and ICs are more autonomous because of the People infrastructure you built. The People products you own are simple, trusted and easy to use. Recurring manual work has decreased. You have shipped meaningful improvements across several areas such as onboarding, performance, compensation, career development or manager tooling

Benefits

• A flexible work environment, with options to work remotely (US Eastern & Europe time zone) or from our new office in Paris (75002) and associated co-working spots around the world
• An attractive compensation package, including MORPHO tokens
• Engaging team events, such as offsites, boot camps, and after-work activities, even for remote team members