Head of People Operations

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WHO WE ARE 🌍 Creating content that resonates is great - turning that attention into growth is even better. That's what Manychat does. Our AI-powered automations help creators and brands engage with audiences across Instagram, Messenger, WhatsApp, and TikTok - at the right moment, with the right message, minus the manual work. We're 400+ people across three continents behind the leading platform for conversational growth, with AI skills shaping how we build, how we work, and how we grow. WHO WE'RE LOOKING FOR 🌟 We are looking for a Head of People Operations to build and run a distributed hub model that delivers an excellent people experience - in every location, every day. Your job is not to design the system from scratch. It's to own the execution of it across six hubs: hold the standard, make local teams genuinely strong, and build the kind of autonomy where hub partners decide and act without waiting. This is not a classic HR Operations leadership role. What distinguishes it: You lead distributed hub teams that own the full employee lifecycle on the ground - not a central function serving locations from a distance You build autonomy, not dependency - hub teams should know what winning looks like and act on it You partner directly with the individual domain leads across the function - Workplace & Experience, Payroll, Compliance, People Tech, Rewards. Not their manager, but a peer who depends on their expertise to run the hubs well AI is core infrastructure, not a pilot - you default to automation for everything repeatable in the function You thrive in ambiguity, move fast, and think in systems. You have the operational depth to manage complex multi-country employment realities, and the leadership to develop hub teams that genuinely own their work. WHAT YOU'LL DO 🚀 Lead the Hub Model Own People Operations across all hubs: Netherlands, Spain, Armenia, US (Austin, Bay Area, New York), Brazil, Remote Each hub team covers the full employee lifecycle in location - pre-boarding, onboarding, changes, exits - with local office and facilities support, and local events and team-building Set the standard for what excellent hub execution looks like, and hold it across all locations Run the weekly sync rhythm with each hub - align priorities, surface blockers, keep quality consistent Build the hub community: connect People Ops partners across locations to share practice and raise the floor Own Outcomes, Not Process Hub teams should decide and act - your job is to remove blockers, not add approval layers Own the OKR cascade: every hub has OKRs that roll up through the function; you're accountable for making that cascade real, not formal Define what success looks like in each location - local service standards, local processes, local roadmap Partner with Domain Leads Clear interfaces are the model, not the exception: Workplace & Experience - deploy global programs and standards locally; coordinate on facilities, office improvements, and events beyond the local scope Payroll - ensure multi-country payroll accuracy and surface local issues early People Tech - maintain HRIS data quality and drive system adoption across hubs Compliance - support policy adoption, manager training, and exit case handling in every location Rewards - run compensation reviews and benefits implementation per country Challenge feasibility, propose alternatives, execute agreed decisions. Build the Team Manage People Operations Partners across locations: NL, ES, AM, BR, US, Remote You're standing up the hub model while running it - build the team while it's operating Drive team development: upgrade skills, address underperformance, enable people with AI tools Build hub teams that operate autonomously - no daily hand-holding required Manage the Operational Realities Visa and relocation support coordination across locations Local compliance and employment framework adherence, in partnership with Compliance Office and facilities baseline across hub locations - in coordination with Workplace & Experience on standards Build AI-Native Operations Default to automation for employee queries, document generation, onboarding workflows, and operational logistics Build self-service so people don't need to contact us for anything a good system can answer Treat AI adoption within the function as infrastructure and a performance metric WHAT SUCCESS LOOKS LIKE 🎯 Hub teams operating autonomously across all locations - you're steering, not executing day-to-day Every hub has OKRs, knows what winning looks like, and can tell if they hit it Employee lifecycle is consistent and increasingly automated across all locations Cross-functional interfaces with Payroll, Tech, Compliance, W&E are clean and frictionless Knowledge base live and current in a single source of truth AI and automation handle the majority of repeatable operational tasks inside the function Every hub partner owns their roadmap - not just their to-do li

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