Lead, People Operations

Remotefull timeRemote

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senior

$120k–$160k

H1B: no

Atticus The People Operations Lead manages benefits, systems, payroll, and compliance operations at Atticus, ensuring smooth day-to-day HR functions. This role also leads vendor management, policy evolution, and system implementations to improve employee experience.

Responsibilities

In the next two years, we aim to help over 250,000 Americans get access to life-changing benefits. Behind that impact is a remarkable group of people — attorneys, engineers, client advocates, marketers, product managers, and more. The Atticus People team makes that work possible — we build the systems, policies and operations that enable us to do our best work.
We’re hiring a People Operations Lead to run the backbone of our People function: benefits, systems, payroll and multi-state compliance through our PEO, people policy, and our performance and merit cycles. You’ll be the day-to-day owner of how this work gets done — managing our vendors, keeping us compliant as we grow, running our cycles cleanly, and improving the employee experience at every touchpoint. You’ll also play a central role in the bigger decisions ahead of us — when and how we leave our PEO, how we replace our HRIS, how our policies and benefits should evolve — bringing the analysis and recommendations that shape them.
You’ll report to Amy Yu, our Head of People, and join a small, high-ownership team that cares deeply about our mission and about having real impact. The ideal candidate has run core People Operations programs at a tech-driven company and is ready to take on a broader scope somewhere the work really matters. We’ve helped hundreds of thousands of people get the benefits they deserve, and the people doing that work are who you’d be building for.

Qualification

Salary and Benefits

Required

5+ years in People Operations at a venture-backed tech company, with hands-on ownership of at least a few of: benefits, HRIS, payroll, compliance, performance cycles, and policies
You’re equally comfortable running a benefits analysis as you are having a tough leave conversation, and handle both with tact and clarity
You’ve administered an HRIS end-to-end and managed People vendors and partners; you’ve driven a system implementation or migration and know what makes one go well
You’ve automated and improved HR processes to be more efficient, accurate and seamless for both HR and business users
You operate with low ego but high ownership, and are comfortable both doing the work and figuring out how it can be improved
Salary and Benefits