Head of People Operations

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.

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.

• 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

• 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

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.

• 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

• 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

• 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

• 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 list

• 10+ years in People Operations, HR Operations, or Operations leadership in multinational environments
• Direct experience managing distributed teams across multiple countries and employment frameworks
• Proven record building distributed operating models — not just inheriting and running existing ones
• Experience standing up new processes and functions in fast-changing environments
• Strong change management experience — organizational transitions handled with operational rigor and human care
• Experience in fast-scaling tech environments — SaaS and start-up / scale-up required

• Systems thinker: you see how processes connect, where the friction is, and what the fix is
• AI-native operating instinct: you treat every new process as a question of which system or agent should own it
• Comfortable with ambiguity: non-linear situations with predictable outcomes
• Stakeholder management: you go and solve, not email and wait
• Cross-cultural judgment: you understand employment realities across NL, ES, BR, AM, US — or learn fast when you don't
• Executive presence: you partner with senior leadership and personally own the hardest operational calls