Senior People Business Operations Manager, Next Insurance

• 8+ years of relevant experience, ideally in Business Operations, Strategic Programs, or a Chief of Staff capacity
• Experience in a high-growth or fast-changing tech company environment
• Strong project and program management skills; able to manage complexity and competing priorities with structure and clarity
• Excellent executive communication, presentation, and storytelling skills; able to work and influence across functions and levels with confidence and credibility
• Strong analytical skills and data-driven mindset with experience in budget planning, headcount modeling, or compensation frameworks
• High emotional intelligence, discretion, and ability to handle sensitive topics with professionalism

Desirable

• We are seeking a highly strategic and execution-focused Sr. People Business Operations Manager to partner directly with the VP of People of Next Insurance. This is a high-impact role for someone who thrives in fast-paced environments, can bring order to complexity, and is passionate about people, systems, and driving alignment across a scaling organization
• The Sr. People Business Operations Manager will serve as a trusted right hand, leading cross-functional projects, managing strategic planning processes, tracking organizational priorities, and freeing up the VP of People’s time by owning operations, preparation, and coordination across a wide array of company-level people initiatives
• Strategic Program and Project Management
• Drive and manage critical cross-functional initiatives including global workforce location strategy and cost modeling, post-acquisition compensation and equity execution, and forward-looking organizational and cultural planning
• Develop work plans, timelines, and ensure execution accountability for multiple workstreams, including coordination across executive leadership, FP&A, People Business Partners, and external advisors
• Build strategic decks for executive review, including workforce restructuring, compensation plans, and transformation priorities
• Communication and Collaboration
• Prepare internal and external communications, including talking points, Q&A documents, and executive updates—especially in support of acquisition-related initiatives like executive compensation planning, equity events, and compliance processes
• Coordinate across internal stakeholders (FP&A, Accounting, Legal, Payroll, People Ops) and external advisors (e.g., PwC, legal counsel)
• Partner closely with People Business Partners and senior leaders to ensure messaging and decisions are aligned and timely—particularly across areas like benefits review, employee branding, internal events, and leadership development initiatives
• Operational Excellence
• Track progress on deliverables and ensure follow-through on leadership decisions, including inputs and analysis from Finance, Total Rewards, and People Business Partners on compensation modeling and budget planning
• Design and manage systems to track and operationalize compensation workflows, including bonuses, severance, commissions, retention plans, and special incentives—ensuring auditability and clarity for payroll and legal compliance
• Lead or support process development for employee transitions, offboarding operations, and post-employment communications
• Team and Leadership Support
• Support the VP People in company-level headcount planning, organizational design, and employee experience initiatives, in close partnership with Finance, People leadership, and business stakeholders
• Coordinate strategic company-level workforce planning efforts, including succession planning, talent mapping, and re-leveling
• Provide strategic input and operational support on initiatives such as branding campaigns, internal events, and L&D programs
• Organizational Planning and Culture
• Help define and execute the company’s internal transformation roadmap, aligning cross-functional leadership on top priorities and ensuring clear ownership, resources, and milestones for each
• Track and manage company-level organizational health metrics (e.g., attrition, engagement) and align execution across multiple people initiatives
• Contribute to creating and sustaining a culture of clarity, accountability, and innovation in the People team and broader company