People and Talent Operations Lead

GlossGenius is the AI-powered system behind the world's most meaningful appointments, helping 100,000+ service businesses earn more revenue and free up time for the work they love. Our agentic workforce gets more clients in the door, grows profit per appointment, and keeps clients coming back — doing the jobs owners never had time for and couldn't justify hiring to fill. Businesses on GlossGenius process billions in annual payment volume, and see 65% more revenue using GlossGenius Payments by growing ticket size, rebooking clients at checkout, and saving on processing fees.

GlossGenius's People and Talent function has grown into a real operation -  and that means the most important work ahead isn't running existing programs, it's building the ones that don't exist yet. This role exists to own the projects that sit between the seams: the comp frameworks that need a first draft, the onboarding experience that still has rough edges, the data story we haven't told clearly yet, the recognition program that lives in a doc somewhere. You'll be the person who figures out what "done" should look like, builds it, and hands it off — or keeps running it, when that's the right call. The scope spans the full People & Talent function — compensation, HR systems, data and reporting, AI enablement, employee experience, and whatever comes next.  

You will report to the Senior Manager, People and Talent Operations. You must be commutable to our NYC headquarters and will operate in an in-person environment. We default to being in-office 3–4 days per week with required attendance on Tuesdays and Thursdays.

• →Build the data and reporting layer for the People and Talent function — defining the metrics that matter, standing up dashboards, and translating workforce data into clear narratives for leadership
• →Lead AI enablement across the People and Talent organization — identifying where AI tools can eliminate low-leverage work, standing up new workflows, and raising the functional floor on what the team can get done per person
• →Drive strategic projects across recognition, People and Talent systems, and other initiatives that don't fit neatly into any single owner's remit — taking ambiguous briefs and turning them into structured plans that move
• →Architect GlossGenius's employee recognition strategy — from the philosophy down to the mechanics — so that strong performance and contributions get seen and celebrated in ways that actually land
• →Define how the People and Talent team operates internally — process documentation, systems hygiene, cross-functional handoffs — so the function runs with clarity even as the company scales
• →Serve as a knowledgeable, go-to resource for employees navigating complex People Operations questions — benefits, immigration, payroll, leave, and anything else that requires human judgment to get to the answer
• →Manage the design and ongoing iteration of GlossGenius's compensation infrastructure — including band modeling, benchmarking cycles, pay equity analyses, and the documentation that makes comp decisions defensible and consistent

• 4–7 years of progressive HR/People Operations experience, with demonstrated breadth across at least two or three of the following: compensation, HRIS/systems, people analytics, onboarding, or employee experience
• Strong foundations as an HR generalist — you know the craft well enough to spot what's broken, ask the right questions, and not get tripped up by things that are just noise
• A builder's instinct: you don't wait for a perfect brief or a complete dataset before moving — you form a hypothesis, build a draft, get feedback, and iterate
• Analytically sharp — an expert in Excel/Sheets and deep fluency with HRIS and BI tools
• High judgment about what to escalate and what to just solve — you don't get hung up on small things, but you also know when something needs more stakeholders in the room
• Have genuinely changed how you work because of AI — you actively use AI tools to do higher-quality work faster, and you're curious about where those tools can go further inside a People function
• Excellent written communication — you can produce a crisp one-pager, a stakeholder memo, or a comp framework doc with the kind of clarity that doesn't require explanation
• Comfortable operating in a startup where strategy and execution aren't separate jobs — you'll own a project from first principles through delivery