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People Ops Manager
Knwn Local
- New York, New York, United States
- New York, New York, United States
À propos
Remote | Full-Time | Reports to COO
About KNWN Local We help real estate agents become the most known and trusted authority in their local market through media. We run YouTube channels, newsletters, and social content for 100+ real estate pros across North America.
We grew from a handful of people to 65+ in a short window. We’re scaling to 100+ in the next year. Every week clients text us things like “someone stopped me at the grocery store and said they love my videos” or “for the first time in 10 years I’m not stressed about where my next deal is coming from.”
We’re hyper-specialized in real estate. Nobody in this space does what we do at this level. The industry is decades behind on media. We’re ahead and we’re not done.
The Role Build and own the people infrastructure that lets KNWN Local scale from 65 to 150+ team members without losing quality, culture, or our best people.
Our growth happened without a dedicated people function. Hiring was owned by whoever had bandwidth. Onboarding lived in people’s heads. HR infrastructure was built ad hoc. That worked at 20. It’s straining at 65. It breaks at 150. You’re here to fix that. You’ll build the systems from the ground up, then run what you build.
What You’ll Own
HR Infrastructure and Systems Everything else sits on top of this. If the foundation isn’t built, nothing else scales. Stand up a contractor compliance platform for our international team Implement an ATS and consolidate hiring with our systems (or improving them) Build role handbooks with documented expectations, KPIs, comp structure, and growth path for every role Roll out benefits and perks infrastructure (ICHRA, LSA, Ramp) Own the performance management framework and review cadence across departments
Retention, Growth, and Team Health Losing great people is the most expensive failure mode we have. Build an early-warning system for at‑risk team members. Launch monthly development conversations separate from task check-ins. Build clear growth paths (IC track and management track) for every role. Run periodic skip‑level 1:1s across departments. Own the team health dashboard: retention, average tenure, satisfaction, early‑warning flags actioned.
Hiring and Talent Acquisition Hiring 10-15 people per quarter across editors, strategists, writers, managers, and leadership. Own the hiring pipeline end‑to‑end across multiple platforms, countries, and role variations. Run group interviews and skill tests at scale. Hit a 10-15 business‑day timeline from application to offer. Build the scorecards, rubrics, and metrics (time‑to‑fill, conversion rates, quality of hire).
Onboarding and Training Build a standardized onboarding framework (30-60-90 day) per role. Create pre‑boarding packages: welcome pack, first‑week calendar, Looms, buddy intros, clear expectations. Run checks at 30/60/90 for every new hire with clear criteria to advance, extend, or flag. Build a Loom library and knowledge base per role. Track time to productivity, new‑hire 90‑day retention, and onboarding NPS.
How the Role Evolves
Months 1-6: Mostly building. Systems architect more than recruiter.
Months 6-12: Hiring ramps. Pipeline management, screening, interview coordination, and onboarding execution become a bigger piece.
12+ months: Stabilize around a rough mix between building systems, recruiting and onboarding, and retention and development.
What We’re Looking For
Must‑Haves 5+ years in People Ops, HR, or Talent with direct experience building infrastructure from scratch. Track record hiring at volume in a fast‑scaling company (ideally 50-150 person stage). Systems‑first thinker: you diagnose constraints, build long‑term systems, and hold multiple viewpoints. AI‑ready: you default to technology first, test, experiment, and integrate AI into workflows. Strong speed of learning.
How You’ll Be Measured
Systems shipped and operational (ATS live, compliance platform live, role handbooks complete).
Team retention rate trending up; average tenure at 18+ months.
New‑hire 90‑day retention and manager satisfaction at 30/60/90.
Time‑to‑fill and quality of hire across repeated roles.
Department leads see you as a resource, not a burden.
Reporting and Structure Reports to the COO with weekly 1:1s. Clear path to Director of People Ops as the function matures.
Compensation and Benefits
$84,000 to $120,000 + performance bonus.
Performance‑based progression tied to different phases.
Fully remote, core hours 8am-5pm ET.
Flexible time off plus company‑wide holiday breaks.
Looking to implement health and wellness benefits this year.
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Compétences linguistiques
- English
Avis aux utilisateurs
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