People Operations Manager

ANNA Autism Care

People Operations Manager

Remote (Canada) | Full-time, US Eastern Hours

CAD $95,000 - $135,000 (approximately $67,000-$96,000 USD)

ANNA (Allied Network for Neurodevelopmental Advancement) is a mission-driven organization that provides ABA services to young autistic children (under the age of
6) and their families using a neurodiversity-affirming, Naturalistic Developmental Behavioral Intervention (NDBI) approach. We operate multiple centers across Massachusetts and Missouri (6 and growing!) and are looking for an exceptional People Operations builder to construct the people engine behind our growth.

The People Operations Manager will build and run the operational backbone of the employee experience across ANNA's US markets — onboarding workflows, payroll accuracy, multi-state compliance, employee relations, performance infrastructure, and workforce reporting.

This is a high-velocity build role with unusually broad ownership for a manager-level position. We are scaling across states, which means the compliance calendar, the policy library, the dashboards, and the ER processes largely remain to be created - you will create them, run them, and improve them simultaneously. This is deliberately a sleeves-rolled-up role: you'll be in the payroll run, the I-9 file, and the compliance tracker yourself, and that's by design.

You'll own US employment infrastructure end to end from Canada: state registrations, payroll cycles in Rippling, credential and I-9 compliance for a frontline clinical workforce, and the leave-law and classification decisions that keep a multi-state healthcare employer clean.

ANNA is an AI-native company, and we expect People Operations to be built that way - AI-assisted policy drafting, automated compliance monitoring, agentic onboarding workflows. You'll build people systems that most HR teams twice our size are still waiting on.

Strong performance in this seat has a defined growth path to Senior People Operations Manager.

• Builder-first. You'll create most systems from scratch. The satisfaction here is in standing things up.

• High-throughput. Payroll runs, compliance deadlines, ER cases, onboarding cohorts, and executive reporting all move on their own clocks. Strong operators find the rhythm; this role rewards them.

• AI-leveraged. The only way one person runs this scope is with AI doing the heavy lifting - and you'll build and improve those workflows yourself.

• High-agency. You'll spot the compliance gap or process failure before anyone assigns it to you - and fix it.

• Precise at volume. I-9s, credential expirations, deduction accuracy - the work is recurring and consequential, and the standard is zero dropped balls.

Payroll & HRIS Operations

• Own end-to-end US payroll execution in Rippling across multiple states, including deductions, adjustments, and off-cycle runs, with a zero-defect standard

• Serve as system owner for the HRIS - configuration, workflow automation, data integrity, and integrations with ANNA's broader stack

• Manage benefits administration operations in partnership with brokers and carriers

Compliance & Risk

• Build and run the multi-state compliance calendar: state registrations, wage and hour requirements, leave laws, posting requirements, and healthcare-specific credentialing

• Own I-9 and work-authorization compliance and the credential-expiration monitoring system for clinical staff

• Maintain the policy library and employee handbook across states, using AI-assisted drafting and review

Onboarding & Employee Lifecycle

• Design and run onboarding workflows that get new clinical and corporate hires productive fast - measured in hours, with automation carrying the repetitive load

• Own offboarding, transfers, and lifecycle changes with clean documentation and system hygiene

Employee Relations & Performance Infrastructure

• Run ER casework end to end under US employment law - documentation, investigation support, performance improvement plans, and terminations - in partnership with leadership

• Build ANNA's performance management infrastructure: review cycles, calibration tooling, and the reporting behind them

Reporting & AI-Native Systems

• Build and maintain workforce dashboards leadership actually uses: headcount, retention, compliance status, payroll accuracy

• Continuously identify manual People processes and replace them with AI-powered or automated workflows you design yourself

Required

• 4-6+ years in People Operations or HR operations, including time as an early People hire at a high-growth startup or scale-up

• Hands-on ownership of US employment infrastructure: multi-state payroll, state registrations, I-9 compliance, FLSA classification, and leave-law administration

• Experience personally running US ER cases end to end, including documentation and difficult conversations

• Demonstrated AI fluency through real work product - automated workflows, AI-assisted documentation systems, or reporting builds you…