People Operations Manager

As a People Operations Manager at Prelim, you'll play a vital role in driving talent acquisition, guiding candidates through the interview process, and building lasting relationships with potential hires. Additionally, you'll manage employee onboarding, oversee performance review programs, coordinate training across departments, and partner with teams to enhance recruiting efforts, all while fostering a remote-first work environment.

To excel as a People Operations Manager at Prelim, candidates should demonstrate exceptional stakeholder engagement skills, particularly in candidate interactions. A passion for talent development, self-directed leadership abilities, and adaptability in a dynamic, remote environment are essential qualifications that help ensure success in this role.

Prelim offers a competitive salary for the People Operations Manager position, which ranges from $100,000 to $130,000 annually. In addition to the base salary, the compensation package includes equity benefits and performance-based bonuses that reward your contributions to the company.

At Prelim, we prioritize employee growth through comprehensive performance review programs and coordinated training initiatives. The People Operations Manager will be instrumental in implementing these programs, fostering a culture of continuous development and learning, ensuring our team members thrive in their roles.

Prelim operates in a fast-paced and dynamic remote-first environment, designed to foster innovation and collaboration. As a People Operations Manager, you'll engage with passionate individuals committed to reshaping the banking industry. Your role will not only focus on recruiting top talent but also on creating a vibrant workplace culture that supports all team members.

To effectively approach talent acquisition in a remote-first environment, I focus on proactive sourcing strategies like networking on platforms relevant to our industry and attending virtual career fairs. Building relationships online and showcasing the company culture through digital mediums greatly helps in attracting top talent.

Enhancing employee onboarding involves creating a structured, yet welcoming process. I would implement a streamlined onboarding checklist and incorporate training sessions that introduce new hires to our company culture, values, and essential tools, ensuring that they feel prepared and integrated from day one.

My experience with performance review programs includes developing frameworks that encourage open communication and constructive feedback. I believe in aligning individual goals with company objectives and providing regular checkpoints to track progress, making the performance review process an ongoing conversation rather than a one-time event.

I manage relationships with candidates by maintaining open, clear communication throughout the recruitment process. I ensure timely updates, actively address any questions they may have, and provide a positive candidate experience that reflects Prelim's values, even if they aren’t selected for a position.

Collaboration is vital in my approach to People Operations. I work closely with cross-functional teams to align recruiting efforts, share insights from employee feedback, and understand departmental training needs, ensuring that our initiatives are cohesive and impactful across the organization.

Contributing to the company culture at Prelim involves fostering an inclusive and supportive environment. I would actively promote team-building activities and recognition programs, encouraging open dialogue and celebrating individual achievements that align with our collective goals.

I stay updated on industry trends by engaging with relevant professional networks, reading industry publications, and attending webinars. This knowledge not only informs my work in talent acquisition but also helps me anticipate the changing needs of our workforce and adjust our HR strategies accordingly.

In my previous role, I faced challenges with employee retention. I gathered feedback through surveys and focus groups, analyzed the data, and developed programs addressing concerns, such as better onboarding processes and career development opportunities, which ultimately improved retention.

I prioritize talent development by identifying individual strengths and aligning professional development opportunities that resonate with their career aspirations. Regular check-ins and development plans ensure that team members feel supported and are continually growing in their roles.

Effective techniques for engaging remote employees include utilizing collaboration tools for seamless communication, hosting virtual team-building exercises, and creating recognition programs that celebrate milestones and achievements, ensuring everyone feels connected and valued.