People Operations Manager

About the Role

As People Operations Manager, you'll own the day-to-day execution of People Operations end to end: onboarding and offboarding, HRIS and data integrity, benefits administration, compliance, and the operational backbone behind performance cycles and culture programming.

This is a highly hands-on, execution-first role. You'll be the person employees go to with day-to-day questions, the person who catches a compliance gap before it becomes a problem, and the person who makes a new hire's first two weeks feel effortless.

This position is contract-to-hire for an initial 4-month contract term, with conversion to full-time employment contingent on performance and business need. Compensation is structured at a $100,000 - $120,000 annualized rate, depending on experience; the contract-period rate will be prorated accordingly. Conversion timing and terms will be confirmed with the People team prior to offer. Hybrid in Boston preferred.

Onboarding & Offboarding

• Run end-to-end new hire onboarding logistics: offer letters, background checks, equipment provisioning coordination, account setup, and first-week scheduling.

• Own the offboarding process, including exit logistics, final pay coordination with Tri Net, equipment return, and access revocation checklists.

• Continuously improve onboarding/offboarding workflows so they scale cleanly as headcount grows.

HRIS & People Data

• Serve as the day-to-day owner of Tri Net and Leapsome data hygiene — org charts, comp records, employment changes, and reporting lines stay accurate and current.

• Process employee lifecycle changes (promotions, transfers, terminations, leaves) accurately and on time.

• Build and maintain recurring People metrics reporting (headcount, attrition, time-to-fill, DEI, engagement) for leadership and board materials.

Benefits & Compliance

• Administer benefits enrollment and day-to-day employee questions in partnership with Tri Net, including open enrollment logistics.

• Maintain compliance with federal, state, and local employment law — I-9s, leave policies, state-specific filings, and employee handbook updates.

Performance & Culture Program Execution

• Own the operational calendar and logistics for performance cycles and 360 feedback in Leapsome, including timelines, reminders, and manager enablement materials.

• Support execution of culture programming for a distributed team.

• Partner with the Senior People Manager to draft internal communications tied to People programs (benefits, performance, policy changes).

Employee Experience

• Be a trusted, responsive first point of contact for employee questions on policy, benefits, and process.

• Identify friction points in the employee lifecycle and propose fixes before they become recurring complaints.

• 3-5 years in People Operations, HR Generalist, or HRBP-adjacent roles, ideally at a startup or fast-scaling company, with a track record of owning programs independently rather than just executing tasks.

• Hands-on experience with an HRIS platform and comfort owning data accuracy without heavy oversight.

• Working knowledge of US employment compliance fundamentals (I-9s, leave laws, multi-state considerations)

• Excellent judgment and discretion; you'll regularly handle sensitive employee information.

• Strong written and verbal communication skills; maintaining high levels of trust and confidentiality.

• High ownership and follow-through in a lean, fast-moving environment with no dedicated People team to lean on beyond your manager.

Posh is a vertical AI company purpose-built for credit unions and banks. Our unified AI platform, powered by our proprietary REALM engine, delivers secure, personalized, and human-like experiences across voice, digital, and internal knowledge surfaces. With 200+ live deployments and a growing client base of 150+ financial institutions, we are reshaping customer and employee experiences through domain-specialized AI.

Our company does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.