People Operations Associate

Who we are:

Nitra's mission is to build a more efficient healthcare system and the technology that makes it possible. Our goal is to provide an ecosystem of fintech and software solutions that help doctors better manage their practices, so they can have time back to focus on what matters to them most.

We operate with urgency, intensity, and ambition. The bar is high because the opportunity is massive. We expect excellence, ownership, and intellectual rigor from every team member. We move fast, make bold decisions, and hold ourselves accountable to results. At the same time, we believe great companies are built on trust and respect. Every voice matters. Every contribution counts. When we win, we win together.

We are scaling rapidly and on a clear trajectory toward becoming a unicorn this year — and beyond. Our growth is not accidental; it’s the result of disciplined execution, relentless focus, and a team that refuses to settle. We are building a category-defining company, and we’re looking for people who want to do the most meaningful work of their careers.

If you want comfort, this isn’t the place.

If you want impact, ownership, and the chance to help build a generational fintech company, welcome.

Nitra was created by unicorn founders who have successfully scaled to thousands of customers and exited $1B+ public offerings. They are joined by an ambitious and experienced team from American Express, Citi, Pay Pal, Capsule, Plaid, Bloomberg, Meta, Facebook, and Mastercard. The team is backed by some of the world’s leading VCs (Andreessen Horowitz, NEA, etc.) and is supported by an expert group of advisors including the cofounders of Square and Xendit, executives from Intuit, former Governors, White House senior staffers, and a co‑founder of CityMD.

Nitra maintains a hybrid work policy, with team members working from the office four days per week and Wednesdays designated as a work‑from‑home day.

A People Operations Associate to serve as a founding member of Nitra’s People function and build the operational backbone of HR from the ground up. As a Series B company scaling toward unicorn status, we need someone who can stand up the systems, processes, and programs that allow us to hire, develop, reward, and retain exceptional people at pace — without slowing the business down.

This is a rare, high‑ownership opportunity to define how a category‑defining company runs its People operations. You won’t be inheriting a playbook; you’ll be writing it. You’ll own the infrastructure behind performance reviews, compensation, onboarding and offboarding, compliance, and manager and leadership enablement — partnering directly with leadership across the company. We’re looking for a high‑achieving, detail‑obsessed operator who treats People Ops as a discipline of systems and rigor, not just policy.

• Build core People Ops infrastructure — stand up and own the HRIS, employee records, policies, and the workflows and documentation that keep a fast‑growing org running cleanly and compliantly.
• Design and run performance review cycles — build a structured, defensible performance management process end to end, including calibration, manager guidance, and the cadence and tooling behind it.
• Own compensation analysis and structure — support benchmarking, leveling frameworks, and compensation bands; help operationalize merit, promotion, and equity processes with consistency and rigor.
• Create a world‑class onboarding experience — design and run structured onboarding so every new hire ramps quickly, understands the bar, and feels set up to win from day one.
• Manage offboarding — run a thoughtful, compliant offboarding process that protects the company and treats departing team members with respect.
• Drive team enablement and manager and leadership training — build and coordinate programs that level up managers and leaders, from new‑manager fundamentals to ongoing development.
• Own HR compliance — maintain compliance with federal, state, and multi‑state employment requirements, including leave, classification, and recordkeeping, and keep policies current as we scale.
• Build people analytics…