People Operations Manager, Notabene

• In this role, we need someone who can bring both operational rigor and genuine care for the employee experience
• This is a high-ownership, high-visibility role for folks who thrive on building clean systems, championing culture, and showing up as a trusted partner to employees and managers alike
• 3-6 years of People Operations experience at a startup or scale-up, where you've had broad, hands-on ownership of the People function
• Operational precision and follow-through. You manage multiple concurrent priorities without dropping the ball. You're the person who catches the thing before it becomes a problem
• Experience supporting a globally distributed team. You understand the nuance of managing people across multiple countries and time zones, including navigating EOR providers, cross-border pay equity questions, and varying employment norms
• Strong analytical and systems thinking. Comfortable managing data in Google Sheets, identifying break downs in processes, and building cleaner systems without over-engineering them
• An empathetic mindset with excellent communication skills. You treat every employee interaction as an opportunity to build trust; you write clearly, respond promptly, and know when to escalate vs. handle independently
• If you strongly believe this role is for you, please apply. Notabene considers a broad array of candidates, including those without blockchain experience. Whether you're returning to work after a gap in employment, or taking the next step in your career path, we will be glad to have you on our radar

Desirable

• As our People Operations Manager, you will own the systems, processes, and programs that make Notabene a great place to work regardless of where in the world someone is based. You'll report directly to our Director of People Operations and work closely with her on initiatives across our 3 Pillars: Hiring & Onboarding, Performance Management & Career Growth, and Engagement & Culture
• Champion our culture and employee experience. Own the engagement survey cycle and drive follow-through on action items. Conduct stay interviews to understand what employees love about Notabene and exit interviews to identify patterns and surface insights to leadership. Find creative, scalable ways to foster connection across our global team rooted in our DNA
• Support performance management and career growth. Partner with the Director of People Operations to run our 15Five-based review process; support initiatives like career frameworks, manager enablement (including building out a manager toolkit), and improving how we deliver and receive upward, downward, and peer feedback
• Own onboarding and offboarding end-to-end. Coordinating cross-functionally to ensure every new hire is set up for success and every departure is handled completely and compliantly across all geographies
• Manage our people systems and payroll platforms. Serve as the primary admin for Justworks (US payroll and benefits), Remote (primary EOR), and Deel (legacy EOR), ensuring data accuracy, timely processing, and proactive coordination on country-specific employment requirements
• Be the first point of contact for employee queries. Respond to questions on benefits, payroll, policies, and employment with accuracy and care; build and maintain a living FAQ and policy library in Notion so answers scale beyond you
• Be the data steward for people operations. Maintain accurate Google Sheets-based people data in the near term while building toward a consolidated HRIS; conduct a structured evaluation of global HRIS tools (e.g., ChartHop) and develop a recommendation for implementation
• Leverage AI to work smarter. Use tools like Claude to draft policies, summarize data, and accelerate operational work without sacrificing accuracy or critical thinking
• Within a year you are successful if…
• Onboarding and offboarding run like clockwork. Every new hire is set up for success and graduates from our onboarding program: Notabene University. Meanwhile, every departure is handled with care, accuracy, and zero loose ends
• Our People data is trustworthy and accessible. You've moved us meaningfully toward a consolidated, accurate source of truth for headcount, compensation, and employment data (and ideally have a point of view on what a global HRIS implementation should look like)
• People infrastructure operates without surprises. Our payroll and benefits platforms are managed with precision. Time off tracking is accurate and enforced. People policies are strongly adhered to and response time to employee queries is consistently within one business day
• Culture and employee experience are meaningfully better. Engagement programs have a clear owner, stay and exit interview data is informing real decisions, and at least one initiative (perhaps a culture program, manager toolkit, or career framework) has gone from idea to execution