People Operations Manager

As a People Operations Manager at Great Question, you will focus on various key responsibilities aimed at enhancing our people and culture. Your main tasks will include developing a world-class recruitment program, improving onboarding processes to maximize employee efficiency, and standardizing compensation practices for both US and international staff. Moreover, you will manage performance reviews, assess employee engagement, and drive culture improvements, ultimately ensuring a high-performance environment.

To succeed as a People Operations Manager at Great Question, candidates should possess a minimum of 3 years of experience in a people operations role. You should demonstrate expertise in managing compensation and performance management processes while also having experience with payroll, benefits, and leave administration. Exceptional communication skills and a proactive approach to uncovering insights are essential, as is the ability to adapt and thrive within a remote work setting.

At Great Question, promoting employee engagement and culture is central to our People Operations Manager's role. You’ll be responsible for measuring employee engagement through surveys, fostering a culture of feedback, and working closely with leadership to implement continuous improvements. Establishing robust programs that enhance employee satisfaction will be a priority, contributing to a work environment that is both enjoyable and productive.

The work environment for the People Operations Manager at Great Question is fully remote, focusing on flexibility and autonomy. You’ll have the freedom to implement strategies that align with our culture of high trust and agency. Collaborating with a dynamic and diverse team, you’ll engage in a culture that values work-life balance while also driving strategic initiatives to enhance our remote working environment.

As a People Operations Manager at Great Question, you’ll have tremendous growth opportunities. The role allows you to develop and implement significant people processes that can shape the direction of our culture and operations. Working in a growing startup, you’ll be at the forefront of creating programs that impact employee performance and satisfaction, providing a valuable opportunity to advance your career within the organization.

In your response, focus on specific programs you've successfully developed and any metrics that showcase their effectiveness. Highlight your ability to work collaboratively with hiring managers and how your strategies encouraged diversity and inclusion in the recruitment process.

Discuss your strategies for gathering feedback, such as surveys or regular check-ins. Highlight how you build trust among remote teams, ensuring that everyone feels comfortable sharing their thoughts, which ultimately helps you implement beneficial changes.

Share examples of successful onboarding initiatives you have implemented. Emphasize approaches that focus on reducing time to productivity, ensuring new hires feel welcomed, and integrating them into the company culture effectively.

Explain your methods for setting clear performance expectations, conducting evaluations, and providing constructive feedback. Discuss how you've adapted traditional practices to fit a remote work culture, including virtual performance reviews.

Describe the methods you implement for measuring employee engagement, such as surveys, interviews, or feedback tools. It’s important to convey how you analyze the data and take actionable steps based on the insights gathered.

Think of a specific instance where you implemented a cultural initiative or program that had a tangible impact. Be prepared to discuss the objectives, processes, and outcomes, particularly how it led to increased employee satisfaction or retention.

Discuss your experience with compensation benchmarking, considering regional differences, and the importance of fairness. Highlight any frameworks or tools you've used to ensure equitable compensation practices across various locations.

Be honest about challenges faced and showcase your problem-solving skills. Highlight a scenario where you turned a challenge into an opportunity for improvement, focusing on the positive outcomes achieved.

Explain your approach to prioritizing projects, considering factors such as impact on employee engagement, resource availability, and alignment with company goals. Provide an example of how you effectively managed multiple initiatives simultaneously.

Share your insights on emerging trends in people operations, such as the rise of AI in recruitment, the importance of mental health in the workplace, or the evolution of remote work practices. Discuss how you plan to adapt to these trends in your role.