People Operations Manager

Full Job Description

Tremendous is the global platform built for businesses to send thousands of payouts to anyone, anywhere, for free. We're trusted by 20,000 organizations like Atlassian, MIT, and United Way to deliver gift cards and money to millions of recipients worldwide.

Our customers (researchers, marketers, HR teams, nonprofits, and platform businesses) rave about how fast and easy Tremendous is to use. Check out our ratings on G2.

Tremendous is profitable and growing without outside investors. We're a fully remote, high-documentation, low-meeting culture, which means more time for what matters in both your professional and personal life. The team agrees– our employee NPS is in the high 80s.

About the role

We're ~175 people across the US, Canada, the UK, Brazil, and elsewhere, and we're launching our first dedicated people function. You'll own people operations end to end, you'll be the person anyone at the company can go to when something is wrong, and you'll run our immigration program in conjunction with outside counsel.

What you'll do

• Own our HRIS and associated systems

• Administer benefits for US, Canadian, and international employees: open enrollment, carrier and broker escalations, HSA and FSA, COBRA, 401(k), and required annual notices.

• Own the employee handbook, HR wiki, and people policies. Write the ones we're missing.

• Own onboarding end to end: cohort logistics, new hire paperwork, and the first-90-days experience. Own offboarding, exit interviews, and severance logistics.

• Be the company's HR point of contact. Take reports, run investigations, and write up findings. Build the intake, trust, and escalation process that makes reporting feel obvious and low-risk.

• Run our biannual HR cycle — performance check-ins, compensation review, and the employee engagement survey — on schedule, and improve it each time.

• Handle off-cycle compensation changes, promotions, relocations, and international moves, and the comp implications that come with them.

• Partner with recruiting on international employment models (EOR, contractor)

• Own our immigration program: manage active O-1, L-1A, H-1B, and PERM matters end to end, drive outside counsel on timelines, track renewals and expirations before they become urgent, and own I-9 compliance and verification.

What we're looking for

• You have excellent judgment in situations with no precedent, and you write down your reasoning.

• People trust you quickly, including people who don't know you yet. You hold confidences absolutely.

• You're proactive. You'd rather build the tracker than field the emergency.

• You're comfortable being senior and still doing the unglamorous work. This role includes open enrollment reminders and chasing I-9 signatures.

• You write clearly. We're a documentation-first company and you'll be writing policies, investigation summaries, and company-wide comms.

What you'll bring

• 5+ years in people operations, HR, or a people partner role, including time at a company without a large HR team

• Experience independently running workplace investigations, including harassment matters, and writing defensible documentation

• Deep experience administering US benefits and leave; global benefits experience is a bonus

• Strong HRIS experience; Rippling preferred

• Direct, hands-on experience with employment-based immigration: H-1B, O-1, L-1, and PERM

• Experience running performance and compensation cycles for 100+ people

What's cool about the role

• You're the first. You'll define what the people function is here rather than inheriting someone else's version of it, with direct access to leadership and real latitude to decide how this works.

• Competitive pay and equity. Base salary for this role: $110k to $160k.

• Real benefits. 100% covered health (US), unlimited PTO, 12-16 weeks paid parental leave.

• Fully remote. Work from anywhere in the Americas.

• Great culture. Read more about how we work in our public handbook.

Discovered directly from the employer’s public Ashby Job Postings API. The complete public role content and compensation metadata were normalized into safe candidate-facing sections.