People Operations Manager

As a People Operations Manager at Better, your primary responsibilities will include fostering strong relationships within the organization, overseeing US HR practices, and providing leadership to the People team. You’ll be instrumental in managing performance reviews, collaborating with other departments to enhance the employee experience, and driving people strategy in alignment with business objectives.

To be considered for the People Operations Manager position at Better, you should have at least 5 years of HR experience with a proven track record of leadership. A bachelor's degree in Human Resources, Business, or a related field is preferred, alongside Workday experience. Startup experience and exceptional organizational skills will be advantageous for this role.

The salary range for the People Operations Manager at Better is between $115,000 and $145,000 annually. This competitive compensation package reflects the level of expertise and experience we seek in candidates for this strategic role.

Essential skills for the People Operations Manager position at Better include strong leadership capabilities, excellent written and verbal communication skills, and the ability to navigate ambiguity effectively. Candidates should also possess remarkable organizational skills, a creative mindset, and a relentless drive to improve efficiency across HR practices.

The People Operations Manager at Better will closely collaborate with teams such as Recruitment, People Systems, Payroll, and Benefits to ensure a consistent and positive employee experience. You’ll be instrumental in linking various HR functions and driving a cohesive strategic vision throughout the organization.

In responding to this question, highlight specific HR leadership experiences you've had, emphasizing how you've fostered relationships, managed teams, or influenced HR initiatives. Providing measurable outcomes from those experiences can add significant value to your answer.

Discuss your approach in managing performance reviews, such as setting clear objectives, facilitating constructive feedback, and focusing on employee development. Mention any specific systems you've utilized to streamline the process, like Workday.

Talk about tailored engagement strategies you’ve implemented, such as regular feedback mechanisms, employee recognition programs, or team-building activities. Highlight success stories to show how your efforts positively impacted engagement levels.

Explain the importance of collaboration with global HR leaders, such as those in India. Discuss methods you employ to maintain consistency, including regular communication and joint policy-building initiatives.

Provide a scenario where you successfully navigated ambiguity. Focus on how you assessed the situation, made informed decisions, and led your team through any uncertainties, showcasing your problem-solving skills.

Detail your experience with developing and implementing compensation strategies. Include examples of how you've managed pricing bands, promotions, and equity compensation to align with organizational goals.

Share specific techniques you utilize for coaching and mentoring, such as one-on-one meetings or skills development workshops. Cite a successful example of a team member's growth due to your mentorship.

Discuss the importance of cross-functional collaboration with teams like Recruitment and Payroll. Include examples of how you have partnered with them to enhance employee experience or solve HR-related challenges.

Articulate how HR should align with the broader business strategy, helping to create a culture that supports organizational goals and drives performance through people initiatives.

Mention specific HR tools or software you've used for analytics and reporting, discussing how they have informed your decision-making and improved HR practices in your previous roles.