People Operations Manager

Who you are

• We are looking for an individual with at least seven years of progressive human resources experience, including HRIS management, employee lifecycle management (including immigration support), compliance, and payroll and benefits administration
• 7+ years of progressive HR experience, including HRIS management, payroll and benefits administration, compliance, and employee lifecycle management (including immigration support)
• A track record of building HR processes and systems from scratch, not just maintaining what already exists
• Sound judgment and discretion in handling sensitive, confidential, or high-stakes employee situations
• Strong written and verbal communication skills, with comfort drafting company-wide messaging on sensitive topics
• Comfort operating with ambiguity and wearing multiple hats, as this role may extend beyond core HR into broader generalist operations
• A bias toward action — you identify what's broken, propose a fix, and drive it to completion without needing detailed direction
• Familiarity with modern HR tools and a willingness to use AI and automation to increase efficiency and accuracy
• Genuine interest in Heirloom's mission and comfort with the pace and resourcefulness required at an early-stage company
• You don’t have to have every listed requirement and skill to be a great fit. If you are passionate about this opportunity and think you have the skills to succeed, please apply!

What the job involves

• This is an opportunity to scale our people operations — spanning the full employee lifecycle, compliance, culture, and internal communications. You take initiative, operate independently, figure things out on your own when you don't know the answer, and improve things when you see they aren't working
• Own HR systems and processes — HRIS administration, payroll coordination, and benefits, leave, and open enrollment administration
• Ensure full compliance with federal and state employment law, owning required policies, postings, audits, and the employee handbook
• Own onboarding and offboarding end-to-end, and support performance management cycles, including manager enablement
• Partner on compensation administration (bands, offers, equity paperwork) and provide light-touch recruiting support as needed
• Serve as the first point of contact for employee questions, conflicts, and investigations, handling sensitive matters with discretion
• Design and run engagement and culture initiatives, and coach managers through people issues
• Own company-wide communications — all-hands content, regular updates, and org announcements — including messaging on sensitive or high-stakes topics
• Define people ops metrics and report on them to leadership
• Own or support vendor and tooling contracts adjacent to people ops, and take on ad hoc operational projects as the company scales