People Operations Lead

Job Description

People Operations Lead (IC)

Department: People Operations Reports To: SVP, People Operations Employment Type: Full-Time, Exempt Location: Remote (U.S.-based) Salary: $135,000 - $165,000

Role Summary

The People Operations Lead is the first dedicated hire into Watch Duty's People Operations function beyond its executive leader, and owns the full operating surface of the function alongside the SVP of People Operations. This role exists because People Operations has outgrown a single leader: the organization needs someone who can absorb the day-to-day execution of the function and build the systems that a scaling, mission-critical organization requires, often at the same time.

Operating in a scaling organization, the People Operations Lead is expected to work fluidly across altitudes: designing org-wide process one moment and executing hands-on operational work the next. This is not a strategy-only seat, and it is not an administrative-only seat, it is a generalist role for someone who has repeatedly done the full range of People Operations work, wants the breadth, and wants to have a cross-functional impact.

The role requires sound judgment, discretion, comfort with ambiguity, and a genuine willingness to switch-hit – stepping outside the People Operations function to take work off other teams' plates, including acting as the point for Recruitment Operations (note: not a Recruiter).

Key Responsibilities

People Operations Execution & Administration

• Own the day-to-day operational stack of the People function, including onboarding and offboarding, benefits administration, HRIS and records management, leave administration, and employment compliance operations.
• Serve as the first point of contact for employee questions on policies, benefits, and day-to-day People matters.
• Ensure People Operations processes run reliably and accurately without requiring SVP oversight.

Process Design & Organizational Systems

• Build People Operations processes, frameworks, and documentation from scratch where none exist today.
• Identify and up-level existing processes to support the organization's growth, reliability, and scale.
• Design systems that work across the whole organization, not only within a single team or function (i.e. processes where there is overlap between HR, Operations, and IT, for example).
• Bring order and repeatability to work that is currently ad hoc, while keeping solutions right-sized for a scaling organization.

Employee Relations & Judgment

• Handle day-to-day employee relations matters independently, applying sound judgment and prior experience.
• Conduct and support routine employee relations work, escalating complex investigations, executive-level conflict, and matters carrying significant legal or organizational exposure to the SVP of People Operations.
• Exercise discretion and maintain confidentiality across sensitive employee and organizational matters.

People Programs & Development

• Design and run employee engagement programs that build connection and belonging across a fully remote workforce.
• Co-create and help plan the organization's annual all-team offsite.
• Develop and deliver leadership training and development programs.
• Build and operate performance management systems, including review cycles and calibrations.

Cross-Functional & Recruiting Support

• Step outside the People Operations function to take work off the plates of other teams and leaders as organizational needs arise.
• Provide hands-on recruiting operations support during periods of hiring demand, including learning and operating the applicant tracking system (Greenhouse), coordinating candidate movement, and supporting hiring managers.
• Act as a flexible, trusted generalist who fills gaps across the organization rather than guarding a narrow functional lane.

Workforce Programs & Compliance

• Support People Operations across Watch Duty's mixed workforce, including W-2 employees, domestic and international contractors, etc.
• Maintain awareness of worker classification, volunteer management, and multi-state considerations, surfacing risks and questions proactively.
• Help ensure People programs, records, and practices remain compliant and consistent across worker types.

Communication & Information Flow

• Draft clear internal communications, policy documentation, and People Operations updates.
• Synthesize operational detail into clear guidance for employees and leadership.
• Ensure People-related decisions and changes are communicated clearly and understood across the organization.

Required Qualifications

• 7+ years of progressive People Operations / HR generalist experience, with demonstrated breadth across onboarding, employee relations, benefits, compliance, and process design — ideally with repeated reps across more than one organization or context.
• Proven ability to operate at both altitudes: building org-wide process and executing hands-on operational work.
• Direct experience in a scrappy, under-resourced, or startup-stage environment where the People function was small or being built.
• Employee relations experience with the judgment to handle routine matters independently and recognize when to escalate.
• Exceptional organizational skills and strong written and verbal communication.
• Strong judgment, discretion, and ability to handle sensitive and confidential information.
• Comfort and fluency with HRIS and People systems, and willingness to learn new tools quickly.

Preferred Qualifications

• Experience with Greenhouse or a comparable applicant tracking system, and comfort supporting recruiting operations.
• Experience with Rippling or a comparable HRIS; preference for having implemented or migrated HRIS tools.
• Experience supporting a mixed workforce, including contractors (international and domestic) and/or a volunteer base.
• Experience in a nonprofit, mission-driven, or public-safety organization.
• Experience supporting a fully distributed / remote workforce.
• Familiarity with multi-state employment considerations and worker classification.
• Experience partnering closely with executive or senior leadership.

Operational Authority

This role is authorized to:

• Run day-to-day People Operations independently, including standard onboarding, benefits, records, leave, and employee-support matters.
• Implement and improve People Operations processes within the scope of the function.
• Handle routine employee relations matters and make standard operational People decisions without SVP oversight.

Final authority for terminations, investigation outcomes, policy changes, and any matter carrying significant legal or financial exposure remains with the SVP of People Operations unless explicitly delegated.

Work Environment

Remote (U.S.-based): This is a primarily remote position operating in a distributed environment.

Work Hours: Standard operating hours are aligned with Pacific Time, with flexibility required during high-impact periods or urgent People matters.

Travel: Occasional travel may be required for organizational events, team gatherings, or strategic planning. Travel expenses are reimbursed per company policy.

Benefits

Watch Duty offers a competitive benefits package for full-time employees, including:

• Unlimited PTO: Flexible time off coordinated with your manager.
• Paid Sick Leave: Minimum of 40 hours annually, accruable after 90 days, capped at 80 hours.
• Health Insurance: Medical, dental, and vision coverage with company contributions.
• Retirement Plan: 401(k) with employee contribution options.
• Additional Perks: Remote flexibility, mission-driven work, and professional development opportunities.

Full details are outlined in the Watch Duty Employee Handbook.

Legal Compliance & Disclaimers

Equal Opportunity Employment

Watch Duty is an Equal Opportunity Employer. We do not discriminate based on race, color, religion, sex, gender identity, sexual orientation, age, national origin, disability, veteran status, or any other protected characteristic.

At-Will Employment

Employment with Watch Duty is at-will. Either the employee or Watch Duty may terminate employment at any time, with or without cause or notice, unless otherwise stated in a written agreement signed by the employee and CEO.

FLSA Exempt Status Justification

This role qualifies as FLSA-exempt under the administrative exemption, based on the performance of office and non-manual work directly related to management and general business operations, and the exercise of discretion and independent judgment with respect to matters of significance.

Role Evolution Disclaimer

This job description is not intended to be exhaustive. Responsibilities may evolve based on organizational needs, operational demands, and applicable law.