People Operations Manager

Remote (Canada) | Full-time, US Eastern Hours
CAD $95,000 – $135,000 (approximately $67,000–$96,000 USD)
About ANNA   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.

Position Overview   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.
What This Role Is Really Like    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
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…