Applied The Sr. People Operations Generalist builds scalable People team processes, systems, data, and policies to enable growth without complexity. This role leads cross-functional projects and uses AI to enhance the employee experience.
Responsibilities
The Sr. People Generalist builds the operational backbone of the People team: the processes, systems, data, and policies that let us scale without adding complexity. This is a builder role, not an administrator role. You will turn work that runs on tribal knowledge and one-off fixes into documented, measured, repeatable programs with clear owners and controls.
At Applied Intuition, you will:
Define the People Ops operating model: what is standardized and centralized, what stays with People Partners or other COEs, and how work transitions with continuity and measurement built in
Assess the maturity of each core People process (onboarding, offboarding, job changes, comp cycles, leaves, time off, rotations) and run a roadmap to move each from ad hoc to documented, measured, and automated
Be the operational partner to People Business Partners: execute reorgs, promotions, performance actions, and exits they drive; supply the data and process support behind their work
Set standards for process design, documentation, SLAs, and handoffs; own the SOP library and knowledge base so answers live in a system
Support the build of audit-ready controls (recurring data audits, approval trails, segregation of duties) for SOX
Define service-quality metrics (ticket volume, resolution time, error rate, employee satisfaction) and use them to decide what to fix next
Run proactive audits across Workday and connected systems to catch errors before they reach payroll, equity, or board reporting
Serve as a functional Workday owner: business process design from requirements through configuration, testing, and post-launch iteration
Use AI and low-code tools to prototype and ship People Ops automations; know when a gap needs a lightweight internal tool versus a technical build with IT or Systems
Resolve the hardest cases in benefits, leaves, time off, rotations, and sensitive org changes with precision, empathy, and clear written communication
Qualification
Experience with HRIS systems
Preferred
Experience in high-growth technology companies, particularly automotive or autonomous vehicle industries
Direct experience scaling People Ops functions from early-stage to larger organizational structures
Experience with HRIS systems, people analytics tools, and large datasets
Prior experience informally leading or mentoring teammates in an Ops or HR function
