People Operations

• The People Engagement Intern will help drive meaningful employee experiences across our global teams.
• Collaborate across different departments, contribute to internal programs, and support initiatives that make FIRST a great place to work.
• Assist in the research, planning, and execution of internal activities, including on-site events, virtual wellness challenges, and global communications through our intranet and other platforms.
• Report to the Engagement Manager, taking on various tasks that enhance workplace culture and foster employee connection.

People Engagement Intern

• Assist in coaching, counseling and guiding managers before executing employee disciplinary actions
• Initial point of contact for employee concerns, may conduct investigations regarding concerns raised
• Answers frequently asked questions from employees relative to standard policies & procedures, benefits, incorrect pay etc.; refers more complex questions to appropriate People Team Members
• Review, solve and respond to inquiries sent to the HR ticketing system
• Process employee changes, such as promotions, transfers and terminations and ensure all employee data is up to date in HRIS
• Supports the People Operations team with organizational tasks and various administrative duties
• Oversee various stages across the Employee Lifecycle
• Other duties as assigned.

Senior People Partner

• Manage and optimize HRIS, employee data, benefits administration, and payroll support processes accurately.
• Lead and support HR projects to improve operational effectiveness and strengthen employee experience.
• Drive usage of Quantum Workplace software and provide guidance to ProdDev teams.
• Provide thoughtful guidance and recommendations based on policy interpretation and data analysis.
• Administer and track leaves of absence and maintain required documentation with discretion.
• Design and improve Employee Success team workflows for efficiency.
• Evaluate and implement AI tools to streamline reporting and enhance team productivity while maintaining employee experience.
• Serve as a trusted resource for employees and managers, handling sensitive matters with professionalism and empathy.
• Identify operational challenges and proactively recommend improvements.
• Integrate inclusive practices into daily operations.

People Operations Specialist

• Administer the company’s 401(k) plan
• Support annual benefits renewals and open enrollment
• Manage day-to-day PEO operations
• Support new company/entity setup
• Manage the unemployment claims process
• Maintain and update the employee handbook and people policies
• Support employee equity issuance processes
• Own administration of HR systems and tools
• Partner with the People Analyst on people reporting and analytics
• Support international expansion projects
• Own people-related projects across the employee lifecycle

People Operations Associate

• Serve as EvolveMKD's recruiter for all levels and roles, proactively sourcing and engaging passive talent
• Lead full-cycle recruiting from sourcing and job posting through offer acceptance
• Partner with hiring managers to write and refine job descriptions that attract top talent
• Collaborate with senior leadership and hiring managers on candidate selection and interview process design
• Develop and execute creative recruitment strategies to attract top talent, including networking events and university partnerships for early-career hiring
• Stay informed on talent market trends to support ongoing pipeline development
• Cultivate high-quality talent pipelines through strong candidate relationships and comprehensive evaluations
• Conduct all initial interview screens, assessing alignment with core values, soft skills, and role requirements
• Deliver a high-touch candidate experience across all roles and stages, serving as the welcoming face of EvolveMKD
• Own day-to-day recruiting operations: scheduling, interview coordination, and candidate communication
• Track pipeline activity, hiring performance, and recruitment data
• Extend and negotiate offers in partnership with the Director, People
• Own the end-to-end onboarding experience, ensuring every new hire feels genuinely welcomed, oriented, and set up for success from Day 1 through the first 90 days — including 30/60/90 check-ins, development milestones, and program communications
• Lead development of onboarding schedules in partnership with hiring managers
• Coordinate with the Office Manager on desk setup and equipment procurement ahead of each start date
• Facilitate all new hire onboarding touchpoints
• Manage the return of EvolveMKD equipment for departing employees, including generating FedEx shipping labels and monitoring the return of all company property
• Support performance management administration in BambooHR and Lattice
• Manage employee relations and PTO requests for entry and mid-level staff, escalating to the Director, People as appropriate
• Plan and execute all culture programming events, Quarterly Days of Service, and the small moments in between that keep employees engaged
• Manage the Team Entertainment and Social Budget
• Manage the agency award tracker and submit all award entries on behalf of the agency
• Project manage all agency and client award submissions in partnership with internal teams and external partners, ensuring all deadlines are met

Senior Talent & People Partner

• serve as the primary link between practice leadership and the firm’s HR and Organizational Development functions
• ensure consistent, policy-aligned execution of people programs and processes
• be the trusted practice advisor on performance management, promotions, onboarding, employee relations, and engagement
• require sound judgment, strong relationship building skills, and the ability to thrive in a fast-paced consulting environment

Senior People Operations Manager

• Lead the People due diligence workstream for acquisitions — assessing headcount, employment contracts, compensation structures, benefits obligations, pending litigation, and people risk across target companies.
• Manage TUPE (Transfer of Undertakings) and equivalent transfer-of-employment processes across multiple jurisdictions, ensuring full legal compliance and a positive experience for transferring employees.
• Design and execute end-to-end integration plans for acquired teams, covering onboarding, policy harmonisation, benefits alignment, payroll transition, and cultural integration.
• Partner closely with Legal, Finance, IT and the M&A team throughout the deal lifecycle — from initial stages through to post-close integration milestones — providing people insight that informs deal structure and timelines.
• Own employee communications for acquisitions: draft communications, FAQs, and integration updates that are clear, empathetic, and on-brand.
• Support compensation and benefits benchmarking for acquired entities, making recommendations on harmonisation and identifying cost or equity risk.
• Assess organisational design and reporting structures post-acquisition; support leaders through restructuring, role duplication, and change management decisions.
• Partner with Founders to ensure they and their teams are set up for success through integration and beyond.
• Enhance and maintain scalable M&A People playbooks, checklists, and frameworks that improve our integration capability as deal volume grows.
• Provide expert HR advisory support on employee relations matters arising from acquisitions, including redundancy processes, contract changes, and settlement negotiations.
• Maintain a data-driven approach — tracking integration milestones, attrition risk, and engagement signals for acquired populations and reporting to leadership.
• Support on generalist operational HR tasks across the full employee lifecycle, as needed.

Senior People Partner – M&A

• Lead the end- to–end operating cadence for the team, ensuring clarity of priorities, sequencing, and accountability.
• Drive and shape the SVP agenda, ensuring focus on the highest impact of projects and decisions.
• Develop and manage agendas, materials, and action tracking for leadership team meetings, functional updates, town halls, and other key forums.
• Coordinate preparation for senior stakeholder discussions, ensuring materials are clear, concise, data-informed, and aligned to the broader People Team and business agenda.
• Maintain visibility into team priorities and commitments, helping to identify dependencies, risks, decisions needed, and opportunities to improve execution.
• Partner with Finance and People stakeholders to support workforce planning, hiring governance, organizational tracking, productivity initiatives, and budget-related people processes.
• Help connect people priorities to financial and operational planning cycles, ensuring actions are tracked and stakeholders have the information needed to make timely decisions.
• Lead or support process improvement efforts across the team, identifying opportunities to simplify, standardize, automate, and strengthen recurring activities and deliverables.
• Create practical tools, templates, trackers, and governance routines that improve consistency, transparency, and accountability across projects and priorities.
• Monitor progress against key priorities and prepare updates that highlight milestones, risks, decisions, and next steps.
• Identify and apply AI-enabled tools and capabilities to improve team productivity, knowledge management, data synthesis, communications, and recurring processes.
• Manage and support cross-functional People Team projects, including transformation initiatives, organizational effectiveness, talent processes, employee experience priorities, and team enablement efforts.
• Translate complex or ambiguous priorities into structured project plans, milestones, deliverables, and communication plans.
• Develop executive-ready presentations, briefing documents, dashboards, and summaries that synthesize key messages, insights, and recommendations.

Business Effectiveness Lead – Functional People Team, Operational Excellence

• Acts as a brand ambassador and reflects the company values; partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience; empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Actively participates in managing the store environment and customer experience by facilitating an energized pace, positivity of the team, management of the daily zone, and driving sales
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Supports the store management team by participating in daily office procedures, execution of operations, and store maintenance
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and collaborates with the leadership team to respond to communication; contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Displays eagerness to develop new skills while being open and responsive to feedback; enhances environment through displaying optimism, positivity, and proactive problem-solving skills
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

Key Holder

• Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy.
• Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning.
• Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs.
• Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance.
• Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives.
• Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace.
• Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent.
• Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities.
• Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability.
• Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities.
• Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness.
• Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives.
• Assist as needed with Recruitment.

• Develop and deliver the global People Strategy aligned to business objectives.
• Act as a trusted advisor to the COO, Executive Leadership Team and Board.
• Contribute to strategic planning, workforce planning, organisational design and business transformation.
• Lead people initiatives that support growth, organisational effectiveness and change.
• Build and embed a high-performance, values-driven culture.
• Lead initiatives that strengthen engagement, collaboration, accountability and employee experience.
• Oversee employee listening programmes (engagement surveys, eNPS, focus groups) and drive action planning.
• Champion inclusion, wellbeing and psychological safety across the organisation.
• Oversee talent acquisition strategy to attract and retain exceptional talent.
• Develop succession planning, leadership development and organisational capability through performance management, coaching and career development.
• Support leaders in building high-performing teams and lead organisational design projects.
• Partner with and support the internal Recruiter, leading C-suite and senior leadership hiring where required.
• Lead performance management, compensation and reward frameworks that drive business outcomes.
• Manage annual salary reviews, executive compensation, equity and incentive programmes.
• Use market benchmarking and data to inform reward decisions and Board recommendations.
• Coach senior leaders on people leadership, performance, team effectiveness and organisational challenges.
• Lead complex employee relations matters, conflict resolution and organisational change.
• Provide commercially focused advice that balances business priorities with employee experience.
• Ensure compliance with employment legislation across all operating jurisdictions.
• Oversee employee relations, restructures, investigations and policy development.
• Manage People systems, processes, budgets and external partners.
• Lead and develop a high-performing People team.
• Use workforce data and insights to drive evidence-based decision making.
• Monitor key people metrics including engagement, retention, performance, diversity, hiring and compensation.
• Present people insights and recommendations to executive stakeholders and the Board.

Head of People – Maternity Cover

• Partner with managers across the business to diagnose team challenges, surfacing deep insights that will shape our People Product roadmap.
• Enable managers to confidently handle performance, conduct, and team issues through effective coaching, guidance, and accessible resources.
• Apply product management principles, such as user research, problem framing, roadmap prioritization, MVP testing and tracking outcomes, when designing new People processes.
• Design and implement scalable People Products that support employees at all stages, create measurable business outcomes, and scale effectively with the business.
• Own the People Product lifecycle end-to-end: from identifying the foundational problem and designing the solution, through to successful rollout and adoption.
• Serve as a trusted advisor on US employment matters, including multi-state compliance, FMLA administration, leaves of absence, and day-to-day employee relations.
• Identify patterns that signal where new solutions are needed and translate insights into clear, actionable recommendations.
• Find ways to measure outcomes that highlight impact and identify where we still need to improve.
• Iterate on what you build based on real-world feedback; nothing is set and forget.

People Enablement Partner

• Manage day-to-day administration of our global benefits programs, including health, dental, vision & retirement.
• Build out benefit programs in new markets giving our team a comparable Clay experience, no matter where they are located
• Serve as a main point of contact for employee benefits questions, and make sure people get clear, timely answers
• Evaluate our benefit plans to regularly to ensure we are offering the best benefits for our team to both take care of our people and keep us competitive
• Lead open enrollment from start to finish: communication, system setup, and vendor coordination
• Partner with brokers and vendors on renewals, issue resolution, and evaluating our benefits offerings
• Keep us compliant with relevant regulations (ACA, ERISA, COBRA, FMLA, and similar)
• Audit benefits data regularly to catch and fix discrepancies before they become bigger problems
• Serve as the primary administrator for our HRIS, Rippling, including employee records, workflows, and permissions
• Build and maintain reports and dashboards in Rippling to support People team and business needs
• Configure and maintain integrations between Rippling and our benefits
• Set up and manage automated workflows for onboarding, offboarding, and status changes (ex. new hires, terminations, promotions, leaves)
• Own vendor relationships for our People systems, including renewals, contract review, and evaluating new tools or add-ons
• Troubleshoot issues and serve as the main point of contact for Rippling support
• Create documentation and process guides so the team knows how to use these tools correctly
• Look for ways to automate manual processes and improve how we communicate updates to employees
• Build out documentation, workflows, and audit processes for benefits and systems as we continue to grow
• Keep our data organized and accurate to support reporting, compliance, and decision-making
• Get ahead of issues before they become employee-facing problems
• Advise People team, managers, and employees on benefits and systems questions with clear, practical guidance
• Make complex benefits and systems topics easy to understand for people at every level
• Contribute to broader People Operations work as the team and company grow

People Operations – Benefits & Systems

• Lead and grow a high-performing People Operations team, overseeing HR compliance, workforce changes, employee data integrity, and end-to-end employee lifecycle processes across a geographically distributed, multi-brand workforce.
• Establish and continuously improve HR policies, SOPs, and process documentation to create clarity and consistency for employees and managers company-wide.
• Drive HR compliance across all U.S. states and international jurisdictions, staying ahead of regulatory changes, employment law updates, and audit requirements to protect the company and create a fair, consistent employee experience.
• Identify and eliminate operational friction; drive automation where it creates real leverage.
• Partner with Finance and HRIS teams on headcount planning, executive reporting, and other high-stakes projects.
• Serve as a trusted operational partner to HRBPs, Talent Acquisition, Total Rewards, Talent & Org Development, Internal Communications, Employee Relations, and the broader People leadership team.
• Lead People Operations contributions to M&A integrations, including due diligence, integration planning, and onboarding of acquired employee populations across our brands.
• Build and maintain a strong vendor ecosystem for HR technology, benefits administration, and compliance tools, ensuring we’re leveraging best-in-class solutions as we scale.
• Build and evolve scalable global processes that add efficiency and accuracy.
• Lead project and program management across the employee lifecycle, ensuring initiatives land consistently across brands, geographies, and teams. Key programs include but are not limited to onboarding, global mobility and immigration, international expansion, talent acquisition operations, offboarding, and other key project priorities.

Director, People Operations

• Partner with managers through team health, performance conversations, feedback, and role clarity
• Own core People Ops for the employee lifecycle, onboarding, offboarding, job changes, and audits
• Maintain People systems and data integrity across Rippling, Ashby and Notion
• Run our people rhythms including performance cycles, engagement surveys, calibration prep, and feedback loops
• Support hiring end-to-end with hiring managers
• Improve onboarding and employee programs as we grow
• Partner with the COO and Finance on headcount, compensation, and workforce planning
• Serve as a trusted first point of contact for employee questions and concerns

People Partner

• Serve as the dedicated People Partner to a Commercial (Sales) team & Finance team
• Working directly with the Chief Commercial Officer and Chief Financial Officer
• Provide full-spectrum People Partner support
• Coach managers on performance conversations, team dynamics, and leading through change
• Own employee relations for entry-level roles across Clinical Operations and Customer Support
• Operationalize ER processes for consistency and rigor
• Lead employee relations investigations in partnership with People Partners and Legal
• Serve as the company-wide first point of contact for all Workday cases tagged for People Partner support
• Own the end-to-end exit survey process for departing corporate employees
• Analyze exit survey data to identify trends in attrition, employee experience, and organizational health
• Support leaders and managers with guidance on People policies, processes, and employee lifecycle questions
• Maintain accurate people data in Workday
• Prepare reports and insights for People Partners and leaders to inform decisions
• Identify opportunities to streamline and improve People processes

• Serve as a first point of contact for employee questions related to benefits, policies, and general People topics, across NYC, SF & Remote locations
• Support culture and engagement initiatives, including events, recognition programs, and internal communications
• Help ensure a positive, well-organized employee experience at every touchpoint
• Own day-to-day People Operations administration: payroll, benefits enrollment, leave tracking, and HRIS data integrity
• Identify gaps or inefficiencies in existing people processes and help design simple, scalable solutions
• Build and maintain documentation, playbooks, and internal FAQs that support consistency as the team grows
• Coordinate and continuously improve the new hire onboarding experience, from offer acceptance through first 90 days
• Manage offboarding processes, including exit logistics, documentation, and knowledge transfer
• Partner closely with managers and leaders to support performance processes, org changes, and team needs
• Support compliance with employment laws and regulations across the states
• Help prepare reports and track People Ops metrics (headcount, time-to-hire, etc.)

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Senior People Specialist, Services

• Set the direction for the full people agenda
• Act as a trusted advisor to the CEO
• Lead change initiatives as the organization scales
• Oversee hiring and onboarding process
• Design global compensation frameworks
• Serve as key point of contact for employee relations
• Lead and develop a distributed team

People Director

• Assist with day-to-day HR operations - including organizational changes - to power business success
• Help design, document, and implement our foundational People frameworks, templates, and key initiatives across the entire employee lifecycle
• Act as the first point of contact for employee inquiries, resolve or escalate issues, and proactively foster a positive workplace culture
• Manage employee records, handle incoming HR tickets, and maintain absolute data integrity across our HR systems
• Help facilitate smooth performance review cycles, roll out development initiatives, and promote team well-being
• Leverage your solid understanding of local employment law to ensure strict policy compliance and protect the organization

People Operations jobs in New York

See all jobs on JobTailor

People Engagement Intern

Senior People Partner

People Operations Specialist

People Operations Associate

Senior Talent & People Partner

Senior People Operations Manager

Senior People Partner – M&A

Business Effectiveness Lead – Functional People Team, Operational Excellence

Key Holder

Senior People Partner

Head of People – Maternity Cover

People Enablement Partner

People Operations – Benefits & Systems

Director, People Operations

People Partner

People Partner

People Operations Specialist

Senior People Specialist, Services

People Director

People Partner