Ops Manager - People Success

About Morpho Morpho is a leading Decentralized Finance (DeFi) lending protocol backed by a16z crypto, Paradigm, Ribbit Capital, Apollo, Vaneck, Coinbase Ventures, Variant and 50 others to build an open credit network giving anyone, anywhere, access to the best possible terms. Morpho is experiencing exponential adoption, with over billion in deposits on the network and used by institutional clients including Bitwise, Galaxy, and Anchorage Digital and the largest crypto exchanges, such as Coinbase, Binance, and Kraken. Now, Morpho is scaling its team of contributors to establish itself as the open credit network, not just of DeFi, but of the world. Why Morpho Exists Everyone has the potential to build something great for the world. But fulfilling that ambition almost always requires more: people willing to trust you with their capital. Yet access to capital still depends on where you live, who you know, and which institutions are willing to trust you. Even when capital is available, it sits fragmented across disconnected networks and hidden behind intermediaries. The result is a system that fails most of the people it should serve. Borrowers overpay. Lenders earn less than they should. Many are shut out entirely, not because they are unworthy of credit, but because today's infrastructure was never built to connect them. Morpho exists to solve this. Full article here . Location Remote (from GMT -3 up to +2 GMT) Role As Morpho grows, we want to keep the way we operate simple: give managers and team members the tools to make good people decisions themselves and be more autonomous and effective, rather than building a large HR function around them. You will help build the People infrastructure that makes this possible. This is a high-ownership role at the intersection of People, operations and product thinking . You will own People products end-to-end — from understanding where managers or team members are struggling, to designing a solution, rolling it out and improving it based on feedback. This can range from making onboarding work seamlessly across teams and geographies, to improving how we manage compensation, People data or internal tools. Responsibilities Own People products and projects from problem identification to rollout and iteration Speak regularly with managers and ICs to understand recurring friction and where People infrastructure is not working well enough Turn recurring questions and manual work into clearer tools, better workflows or automation Improve onboarding so new joiners, managers and other owners know what to do without constant coordination from People Help improve performance, feedback, promotion and career processes as Morpho scales Build and maintain the compensation infrastructure: market data, principles and decision tools that help managers and leadership make good decisions Make People information easy to find, understand and use Use AI and automation wherever they can reduce repetitive work or improve the user experience Support sensitive People situations when specific judgment, trust or independence is needed Take on new People infrastructure problems where they can create the most leverage across the organization What Success Looks Like First 30 days You understand how Morpho operates and how the People team works. You have spoken with managers and ICs about their main People friction, run your first People projects and identified where the current infrastructure is creating unnecessary manual work or dependency. First 3 months You own several People products end-to-end and are improving them based on user feedback. Eg: Onboarding works with limited coordination from People. Common People questions are easier to answer without a manual request. At least one recurring source of friction has been turned into a better tool, workflow or automation. First 6 months Managers and ICs are more autonomous because of the People infrastructure you built. The People products you own are simple, trusted and easy to use. Recurring manual work has decreased. You have shipped meaningful improvements across several areas such as onboarding, performance, compensation, career development or manager tooling. Must Have Skills & Experience Experience in general operations (Chief of Staff, Ops Manager) or People Operations, or as a leader who has owned People topics directly Strong analytical and modelling skills, comfortable with numbers Track record of earning trust and managing stakeholders across an organisation, including senior ones Tech-savvy: proactive with new tools, AI and automation Reasons from first principles and handles exceptions with logic rather than personal discretion Values simplicity and cuts process where process is not needed Understands a strong culture and carries it without trying to reinvent it Resilient to feedback on topics where everyone has an opinion Strong ownership and autonomy Low ego Perks & Benefits We design benefits around deep work and growth, so you can do the best work of your career. Expect fair, top-tier compensation, real flexibility, time together in Paris, great health coverage, and support to keep learning. Equal Opportunity We welcome applicants from all backgrounds and hire based on talent, potential, and values alignment.