Senior People Ops Manager

Max Retail

People Ops Manager responsible for building HR infrastructure in a fast-scaling e-commerce retailer. Leading L&D programs and coaching managers to support growth.

Posted 5/7/2026full-timeRemote • 🇺🇸 United StatesSeniorWebsite

About the role

Key responsibilities & impact

Builder First: You don't wait for a playbook - you write it. You have built HR infrastructure from scratch and know what order to do things in.
L&D Champion: You believe that learning is a business lever, not an HR checkbox. You have designed programs that actually changed how people work.
Trusted Partner: Employees bring you their real concerns. Leaders bring you their honest problems. You hold both with discretion and zero drama.
Systems Thinker: You see the process behind every problem. You build things that outlast your involvement.
Coach, Not Enforcer: You build manager capability through relationships and real conversations - not compliance checklists.
High EQ, High Output: You can hold space for a sensitive employee conversation in the morning and present a talent framework to leadership in the afternoon.

Requirements

What you’ll need

5–8+ years in People Ops, HR Business Partner, or a closely comparable role, ideally inside a high-growth startup or e-commerce environment
Proven track record building HR infrastructure from scratch: career ladders, review cycles, L&D programs, and HR policies
Demonstrated experience designing and running Learning & Development initiatives - not just coordinating training
Comfortable operating as the only People Ops presence in the room and making the call when there is no precedent
Lattice-Fluent: You have been in the tool, not just heard of it. You can diagnose what is broken and fix it.
HR infrastructure design: career ladders, performance frameworks, policy documentation
Learning & Development: curriculum design, program management, manager enablement, vendor or platform evaluation
Lattice administration and optimization: review cycles, 360s, goal tracking
Employee relations: discretion, neutrality, and sound judgment in sensitive situations
Manager coaching and facilitation: building capability through relationships
PEO familiarity: onboarding, offboarding, and compliance workflows (Justworks or similar)
HR systems audit and tooling evaluation: diagnose what exists, build what doesn't, optimize for scale
Executive reporting: translating People Ops data into ROI-focused insights for leadership
Experience partnering directly with a founder or small leadership team who previously owned people functions themselves
Background in e-commerce, retail tech, or similarly fast-moving consumer businesses
Prior fractional, embedded, or consulting experience — you know how to operate with authority inside someone else's org

Benefits

Comp & perks

Professional development opportunities

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

HR infrastructure designcareer laddersreview cyclesL&D program designcurriculum designprogram managementmanager enablementLattice administrationemployee relationsHR systems audit

Soft Skills

discretionneutralitysound judgmentrelationship buildingcoachinghigh emotional intelligencecommunicationproblem-solvingtrustworthinessadaptability