Senior Manager People Operations

Join Shop My – Powering the Future of Digital Marketing

Shop My is transforming e-commerce by building the infrastructure for human-led curation  help brands run performance-driven creator programs while enabling top creators to monetize their influence and partner directly with the brands they love—driving discovery through trusted tastemakers and authentic recommendations.

Shop My recently became a unicorn, raising at a $1.5B valuation with backing from Bessemer Venture Partners, Avenir Growth Capital, and Bain Capital Ventures.

At Shop My, you're building the future of human-led commerce for the world's best brands, tastemakers, and shoppers. You move fast and see immediate impact in your work, alongside accomplished teammates who are driven by helping find the world's best things. If you’re excited to help shape the future of curated commerce at the intersection of technology, culture, and taste, we’d love to meet you.

We're looking for a Senior Manager, People Operations to build and own the systems, data, and processes that power Shop My's People function as we scale.

Today, a lot of our people data, reporting, and day-to-day people operations run without a dedicated owner. You'll be the person who builds that infrastructure - from how we manage HR data and analytics to how employees and managers get support day to day - so the rest of the People team, and the business, can make faster, better-informed decisions.

This is a build role, not a maintain role. You'll report directly to our VP, People Experience & Operations, and partner closely with other core People team member and your job is the operational and data backbone underneath that work. There's room for this role to grow, including the potential to build and manage a direct report over time.

• Own and up-level our people data strategy: manage our HRIS and the integrity, structure, and security of our people data
• Build and run our people analytics reporting cadence: dashboards and recurring reporting that the People team and business leaders can actually act on
• Up-level our people operations: design a real ticketing/service model with SLAs and self-service resources, not just an inbox
• Own our HR tech stack roadmap: evaluate tools, manage integrations across HRIS/payroll/benefits/ATS, and own vendor relationships
• Own compliance and audit readiness for people data and processes (I-9s, EEO-1, recordkeeping, and more) in partnership with our Payroll & Benefits Senior Manager
• Build and maintain the connective tissue between People and Finance, Legal, and IT
• Identify where automation or AI can take manual work off the team's plate, and go build it
• Act as a strategic thought partner to the VP of People Experience & Operations on how we operationalize and scale People processes org-wide

• Building infrastructure that doesn't exist yet - you'd rather architect the system than maintain someone else's
• Data you can trust - you treat accuracy, access, and privacy as core to the job, not an afterthought
• Making things faster and less painful for employees and managers, without cutting corners
• The scrappiness of a high-growth company - you've done this before and you're energized by it, not drained by it
• Being the person who connects People to Finance, IT, and Legal, and makes those handoffs actually work
• Shop My's mission at the intersection of creators, brands, and culture

• 5 - 8 years of progressive HR operations experience, including meaningful ownership of an HRIS and people data function, ideally at a high-growth tech or startup company
• Hands-on experience building or meaningfully re-architecting people systems and processes, not just administering existing ones
• Strong people analytics chops: you can build a dashboard, tell a story with data, and know the difference between a metric that's interesting and one that drives a decision
• Experience designing a service delivery model (ticketing, SLAs, knowledge base) for an internal team
• Comfort with ambiguity and a build-from-scratch mandate — you don't wait for a fully formed process to start improving it
• High trust and discretion with sensitive employee…