People Operations

• Serve as the first point of contact for employee and manager inquiries related to People programs, policies, processes, and Workday transactions.
• Provide timely and accurate support for employee lifecycle events including hires, transfers, promotions, compensation changes, leaves of absence, and terminations.
• Partner with cross-functional teams to ensure a seamless employee experience across all People Operations processes.
• Identify opportunities to improve service delivery, streamline workflows, and enhance operational efficiency.
• Perform regular audits and data quality reviews to ensure data integrity across Workday and connected systems.
• Partner with HR, Payroll, Benefits, managers, and employees to administer and troubleshoot issues related to leave administration, performance reviews, benefits enrollment, and other People initiatives.
• Maintain organizational structures including supervisory organizations, positions, job profiles, cost centers, and related configurations.
• Support Workday security administration, including role assignments, security reviews, and user access maintenance.
• Execute and validate mass data updates using Enterprise Interface Builder (EIB) and other Workday tools.
• Troubleshoot Workday issues and partner with HRIS, Payroll, Benefits, and IT teams to resolve system and process concerns.
• Conduct testing for Workday releases, enhancements, business process updates, and system changes.
• Maintain accurate employee records and ensure compliance with company policies and applicable employment regulations.
• Develop and maintain process documentation, standard operating procedures, and knowledge articles.

Senior People Operations Specialist

• Be a trusted advisor and work closely with the senior leaders to translate near and long-term business objectives to a scalable people strategy
• Provide counsel on a range of topics including strategy, the roll out and execution of the full talent management lifecycle, organization design and compensation to a population of 300+ employees
• Coach and develop employees to strengthen leadership capabilities
• Stay well connected to the business, developing a deep understanding of their business & strategy and how it impacts other cross-functional teams
• Support the alignment of functions’ talent plans with required capabilities for the future to achieve Deckers strategic growth plans
• Develop effective change management plans with leaders to support through organizational growth and evolution
• Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data
• Identify needs before issues arise and/or gaps widen
• Utilize data to identify talent and culture opportunities and translate insights into action plans supporting the people strategy
• Assess organizational needs and partner with COEs to drive solutions through talent acquisition, L&D, change management, retention, DEI and career and leadership development, etc.
• Collaborate closely and share knowledge with PXBPs (HQ & regional) and COEs to ensure a clear and common understanding of broader business needs and interdependencies across client groups
• Identify areas of synergy and opportunities for scale, as well as areas of overlap or conflict
• Be a champion & advocate of global talent priorities and support the successful rollout of Deckers people practices & programs within client groups, including performance management, headcount prioritization/management, goal setting, compensation processes, workforce planning, etc.
• Partner with colleagues to deliver seamless PX experiences across the global business
• Share knowledge of high potential talent within client groups and make connections across teams
• Partner with PX colleagues to identify opportunities for talent movement and development across the business
• As an important member of the broader PX team, contribute to cross-functional initiatives beyond assigned client groups for broader impact and understanding

Senior Manager, People & Experience Business Partner – Enterprise Functions

• Own day-to-day administration, maintenance, and optimization of People systems, with a focus on HRIS health, automation, workflow reliability, permissions, documentation, and data accuracy
• Evaluate and apply AI tools within the existing tech stack where appropriate, and recommend new solutions to streamline People Operations workflows, reduce manual work, and improve quality
• Maintain our compensation structure through benchmarking, performing audits, reconciliations, data validation, and performance cycle readiness; partner with the Chief People Officer on compensation philosophy, strategy and design
• Build and maintain recurring audits and controls across employee and contractor data, system fields, and downstream integrations to ensure information is accurate, compliant, and working as expected
• Partner closely with Accounting, Finance, Recruiting, IT, and other cross-functional stakeholders to support clean handoffs, accurate people data, and reliable operational workflows
• Run and support recurring People Operations deliverables such as performance review administration, engagement survey operations, reporting support, and related collateral
• Produce clear reporting and analyses for People leaders, especially in areas related to compensation, headcount, and workforce data
• Troubleshoot system and workflow issues, identify root causes, and proactively recommend fixes or process improvements
• Support operational projects and process improvements with strong organization, documentation, follow-through, and attention to detail

People Systems & Operations Analyst

• Deeply understand the business as a whole and act as an HR partner to leadership across Risk & Banking Ops. You’ll be primarily focused on manager to director levels.
• Provide a consultative approach that combines HR expertise, business savvy, and intuition to diagnose issues and provide creative HR solutions.
• Advise leaders and managers on all things people-related, such as performance management & coaching, employee relations, leveling processes and organizational development.
• Support an organization with a variety of different job families and types of roles; from non-exempt ops, to strategy roles.
• Keep a finger on the pulse of organizational health, and design interventions as you spot potential challenges or areas of risk.
• Partner with cross functional People team colleagues to build impactful programs spanning recruiting, talent management, employee relations, internal mobility, employee engagement.
• Drive key talent processes with your client groups including annual performance reviews, talent planning, and compensation cycles

Senior People Partner – Risk & Banking Ops

• Shape and evolve a centralized, scalable People Operations model that delivers efficient, consistent, and high-quality HR services across the organization.
• Oversee high-volume HR operations through a shared services approach, improving the employee experience across the full employee lifecycle while enhancing service delivery, automation, and operational efficiency.
• Provide strategic leadership for payroll operations by establishing governance, performance standards, and process improvement initiatives that strengthen accuracy, compliance, and scalability.
• Guide absence and leave management programs with a focus on creating a consistent, employee-centered experience while serving as an escalation point for complex situations.
• Establish and maintain governance frameworks, controls, and compliance practices that support multi-state HR operations and align with organizational and regulatory requirements.
• Maximize the use of HR systems and technology solutions, including platforms such as Workday, to streamline processes and improve service delivery.
• Partner with People team colleagues and enterprise stakeholders to ensure smooth, integrated delivery of employee lifecycle programs and services.
• Provide ongoing coaching, mentoring, and training to support employee growth.

Director, People Operations

• Serve as the primary People partner for Carrier Partnerships, Strategic Accounts, Customer Support, and Finance — building trusted relationships at all levels, from ICs to senior leaders.
• Develop a deep understanding of each client group’s business model, goals, and talent challenges, and translate that into proactive people strategies.
• Advise leaders on org design, workforce planning, team effectiveness, and leadership development with a long-term, outcomes-oriented lens.
• Anticipate people risks before they surface, and bring forward data-informed recommendations that help leaders make better decisions about talent.
• Represent the People function credibly in business planning conversations, operating reviews, and leadership forums.
• Own end-to-end employee relations matters across the U.S. and international locations, including performance improvement plans, complex investigations, terminations, and compliance.
• Build and continuously improve ER frameworks, documentation standards, and escalation paths that create consistency and reduce risk at scale.
• Provide expert, independent guidance to leaders navigating performance issues, corrective action, and sensitive employee situations — balancing legal risk, human impact, and business need.
• Design scalable performance management infrastructure — guidelines, toolkits, calibration processes — that can operate consistently without depending on individual heroics.
• Partner closely with People Operations and Legal to ensure fair, compliant outcomes, particularly across multi-jurisdiction situations.
• Go beyond survey data — build real relationships with employees at all levels, including ICs, to understand what’s actually happening on the ground and bring those insights to the right conversations.
• Translate engagement data into clear, actionable insights, surfacing patterns across client groups and helping leaders build credible, time-bound action plans.
• Design and maintain a listening ecosystem beyond formal surveys (e.g., pulse checks, stay interviews, onboarding/exit signals) that gives leaders ongoing visibility into team health.
• Champion transparency and follow-through on engagement commitments, helping Shippo build a culture of trust and accountability.

Lead People Business Partner

• Partner with G&A and GTM leadership to align people strategies with business growth objectives, organizational scaling, and revenue goals
• Provide strategic guidance to leaders on organizational design, talent planning, team effectiveness, and change management
• Support leaders through periods of rapid growth, transformation, and evolving business priorities
• Collaborate with senior leadership to understand business goals and develop HR strategies that support those objectives
• Influence and contribute to the business strategy by providing insights on people trends and their impact on business performance
• Drive the integration and alignment of HR initiatives with business plans
• Collaborate with managers to ensure performance expectations align with organizational objectives and goals
• Partner with managers on individual development plans and performance strategies, helping define expectations and instill accountability
• Monitor and analyze performance metrics to identify trends and areas for improvement
• Assess employee training and development needs based on business strategy in order to help close gaps between current and future skills
• Responsible for identifying and assessing training program needs for all levels of the organization
• Evaluate and enhance remote and hybrid work environments and resources to support employee well-being, work-life balance, and a collaborative atmosphere
• Monitor employee feedback and culture-related metrics to continuously improve and adapt cultural initiatives based on the needs and experiences of the workforce
• Identify opportunities for process and system enhancements, provide recommendations for improvement and execute
• Contribute to the development and implementation of HR strategies, policies, and processes, ensuring consistency across the organization

Senior People Business Partner

• Own and administer Rippling end to end: onboarding and offboarding workflows, payroll cycles, benefits enrollment, compliance features, app provisioning, learning and training programs, and custom reporting
• Run full-cycle recruiting coordination including job postings, interview scheduling, offer letters, and background checks
• Design and execute onboarding and engagement programs that get new employee and contractor hires up to speed, excited, and set up for success from Day 1
• Administer all employee benefits including health, dental, vision, 401k, and FSA, including open enrollment and ongoing employee questions
• Maintain all personnel files and HR documentation to ensure audit readiness
• Serve as the first point of contact for employee and contractor questions on policies, benefits, and HR matters
• Support managers with performance conversations and employee relations issues; escalate complex matters to the CAO or outside counsel as appropriate
• Maintain and update the employee handbook and HR policies as we grow
• Ensure ongoing compliance with federal, state, and local employment law across our distributed workforce
• Manage workers compensation, required filings, and leave administration
• Support office and administrative operations including vendor management and contract tracking
• Help plan team events, all-hands, and culture-building moments

HR & People Operations Manager

• Serve as a trusted advisor to the CEO, President and executive team on workforce planning, organizational design, leadership development, and talent strategy.
• Steward and evolve Miva’s culture; lead programs that reinforce engagement, belonging, and the overall employee experience in a fully remote, geographically distributed workforce.
• Own total rewards strategy, including compensation philosophy, market benchmarking, benefits design, and 401(k) plan oversight.
• Oversee full-cycle recruiting strategy for all positions across the organization.
• Lead diversity, equity, and inclusion strategy and related programs.
• Define and report on key people metrics (headcount, retention, engagement, time-to-hire, compensation positioning, etc.); deliver data-driven recommendations to leadership.
• Use HR systems and tools (HRIS, ATS, performance, payroll, benefits) to ensure programs run efficiently.
• Identify, evaluate, and implement opportunities to leverage AI and emerging technologies to optimize HR workflows, improve efficiencies, and elevate the quality of people programs and deliverables.
• Lead organizational change management initiatives, including reorganizations, role transitions, and growth planning.
• Manage the HR budget and external vendor relationships, including benefits brokers, payroll providers, employment counsel, and recruiting partners.
• Anticipate emerging people risks and opportunities, and proactively recommend and implement solutions.
• Provide direction to a part-time Recruiter consultant; review pipelines, and ensure a consistent, high-quality candidate experience.
• Design and deliver an exceptional onboarding experience that ramps new hires quickly and connects them to Miva’s culture and goals.
• Ensure payroll, health benefits, and 401(k) plan are processed accurately and timely, and remain compliant with all federal, state, and local laws across the multiple states in which Miva employees reside.
• Administer leaves of absence, accommodations, workers’ compensation, and unemployment claims.
• Maintain HRIS and employee records; ensure data integrity and produce reporting as needed.
• Coach managers and employees on performance, behavioral concerns, team dynamics, and employee relations matters.
• Conduct employee relations investigations and recommend appropriate corrective action; partner with employment counsel as needed.
• Maintain and update the employee handbook, policies, procedures, and job descriptions.
• Manage offboarding logistics, including exit interviews and analysis of attrition trends.
• Provide guidance to employees and managers on company policies, benefits, and processes.
• Be a visible, trusted resource and first point of contact for employees on all people-related matters.
• Perform other duties and projects as assigned.

• Support day-to-day HR operations across the full employee lifecycle, including onboarding, offboarding, transfers, and status changes.
• Serve as a responsive first point of contact for employee and manager questions on HR policies, benefits, and People Ops processes.
• Assist managers with performance management documentation, PIPs, and coaching on standard HR processes.
• Maintain HRIS data accuracy, run regular people data reports, and contribute to ongoing metrics tracking.
• Execute cyclical People Ops programs, including performance review coordination, engagement survey logistics, and compensation planning support.
• Partner with Talent Acquisition to deliver a seamless onboarding experience.
• Maintain and update HR policies, the employee handbook, and compliance documentation across US, Canada, and UK jurisdictions.
• Support internal communications and logistics for organizational changes, role transitions, and other HR initiatives.
• Ensure day-to-day compliance with employment law and company policy across a remote-distributed workforce.

People Ops Generalist

• Partner with hiring managers to coordinate and support recruitment efforts across departments.
• Maintain accurate job postings and candidate pipelines within the applicant tracking system (Pinpoint).
• Conduct initial phone screenings and support candidate evaluation processes.
• Support hiring teams with recruitment best practices, including interviewing techniques and bias awareness, in collaboration with the People Operations Manager.
• Review and help improve recruitment workflows to enhance efficiency and consistency.
• Support employer branding efforts through candidate experience and recruitment touchpoints.
• Coordinate and execute onboarding processes for new hires, ensuring completion of background checks, Form I-9, and required documentation.
• Manage first-day logistics including IT setup, workspace preparation, and equipment coordination.
• Deliver onboarding training and provide support to new employees throughout their onboarding experience.
• Facilitate offboarding processes including exit interviews, benefits transitions, and system access deactivation.
• Identify opportunities to improve onboarding and offboarding experiences.
• Maintain accurate and up-to-date employee records in HRIS and related systems.
• Support benefits administration, including enrollment tracking, auditing monthly invoices, maintaining employee data, and responding to employee inquiries.
• Assist in the development and maintenance of the studio handbook, policies, and procedures.
• Provide general administrative support, including scheduling meetings, processing mail, and handling sensitive or confidential documentation.
• Maintain and update People Operations resources and documentation within Microsoft SharePoint.
• Ensure compliance with applicable employment laws, internal policies, and audit requirements.
• Serve as a resource for employees and managers navigating workplace questions and concerns while maintaining trust and confidentiality.
• Assist in planning and executing employee engagement initiatives, including events, recognition programs, and studio-wide activities.
• Support Diversity, Equity & Inclusion (DE&I) initiatives through event coordination, communications, and resource distribution.
• Help foster an inclusive, supportive, and welcoming environment across all studio locations.
• Coordinate employee wellness programs, including scheduling events, supporting campaigns, and helping identify opportunities to enhance employee well-being and mental health resources.
• Support the development and coordination of Employee Resource Groups (ERGs) across the organization.
• Partner with the People Operations team to help establish foundational structure, resources, and processes for ERGs.
• Assist in coordinating ERG meetings, events, and communications to promote participation and engagement.
• Provide administrative and logistical support to ERG leaders, helping ensure consistency and alignment with company values.
• Help track participation and gather feedback to support the continued growth and effectiveness of ERGs.
• Assist in coordinating community outreach efforts, including studio tours, career events, and partnerships with local schools, colleges, and organizations.
• Support participation in local and regional events to promote employer brand and community presence.
• Help maintain relationships with educational institutions and community partners.
• Coordinate logistics for volunteer opportunities and community initiatives.
• Support internal communication and promotion of community programs to encourage employee participation.

People Operations Generalist

• Conduct full-cycle recruitment for all positions, including sourcing, screening, facilitating scheduling interviews, and creating offer letters for approval
• Assist with benefits administration and maintain accurate employee records
• Assist with facilitation of Culture Onboardings
• Stay up to date on federal and US employment laws and regulations
• Maintain awareness of People & Culture (HR) trends, best practices, and regulatory changes
• Foster a positive workplace culture through communication and an open-door policy
• Perform any additional duties as assigned

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