Senior People Manager partnering with business managers on performance management and employee lifecycle processes. Enhancing workplace culture and supporting team leaders through change.
About the role
- People Operations Generalist managing HRIS administration and employee lifecycle workflows. Building technology-driven systems to support rapid global expansion while maintaining culture.
Responsibilities
- Own our People Operations infrastructure from the ground up: HRIS administration, employee lifecycle workflows, benefits programs, and compliance frameworks.
- Build streamlined, technology-driven systems that can support this growth while keeping the unique culture that makes Clay successful.
- Design and implement end-to-end employee lifecycle processes that balance consistency and automation with a human touch.
- Develop globally-inclusive approaches to leave management, immigration, employment classification, and core policies/programs.
- Evaluate clay’s current tech stack. Identify gaps and build a comprehensive systems strategy that prioritizes cohesion and data integrity.
- Own the full benefits lifecycle, from vendor management and negotiation to comprehensive program review, ensuring offerings remain competitive, aligned with employee needs, and reflect Clay’s commitment to supporting our people.
- Manage leave of absence programs (parental leave, medical leave, disability) with empathy and attention to the human on the other side of the process.
- Support global expansion while maintaining the unique cultural DNA that makes each Clay office special.
Requirements
- 8-10 years in core People Operations or Generalist roles, with significant benefits administration and compliance experience.
- Deep expertise with Rippling (or similar HRIS platforms) and knowledge of the current HR systems ecosystem.
- Experience managing programs end-to-end, including strategic design, internal stakeholder management, implementation, and employee communications.
- Previous success building (and/or significantly improving!) People Ops infrastructure at a scaling startup (ideally 200-1000+ employees).
- Vendor negotiation and onboarding
Benefits
- All employees can work for free with world-class coaches who specialize in creativity, management, and more.
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