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About the Role

As our People Strategy & Operations Lead, you’ll build the systems, programs, and infrastructure that enable January to scale without compromising the employee experience. You’ll own the operating foundation of our people function, from core HR operations to the programs and analytics that help us continuously improve how we work. Your mission is to make the employee experience seamless, thoughtful, and scalable so our people can focus on doing their best work as the company grows.

Responsibilities

Own the employee lifecycle end to end, from offer acceptance through departure.
Support the semi-annual performance cycle and the annual compensation cycle.
Manage leaves and accommodations.
Serve as the liaison between outside counsel and employees working through visa cases.
Design and execute key moments in the employee lifecycle, from onboarding to exit, as repeatable programs with clear owners, timelines, and success metrics.
Design new hire onboarding from start to finish in collaboration with Recruiting and hiring managers.
Operate performance and compensation cycles as cross-functional programs with defined milestones and stakeholder alignment.
Execute offboarding processes and advise managers through involuntary terminations.
Create systems to answer employee questions regarding pay, benefits, and policies.
Own HR’s operational core and build the infrastructure to scale.
Run HR operations with program owner rigor, including compliance, benefits and Open Enrollment, immigration and visa casework, leave and accommodations, biweekly payroll, HR technology, and vendor relationships.
Invest in automation and self-service systems to reduce manual work and scale with the company.
Own people data and analytics to continuously improve the employee experience.
Build trusted reporting and actionable insights across HRIS, payroll, and employee data.
Define success metrics for key people programs.
Use trends and outcomes to identify opportunities, inform decisions, and continuously improve the employee experience.

Requirements

Ability to read a messy, high-stakes situation and reach the right call without a clean rule.
Ability to update your assessment when new facts emerge.
Ability to think in systems and tradeoffs.
Ability to scope, prioritize, and drive ambiguous, cross-functional problems to a shipped outcome.
Ability to shift registers fluidly between different communication styles.
Ability to discern when a call is yours to make versus when it needs to be escalated.
Ability to escalate deliberately through the right channel.
Ability to get technical details exactly right on work with real legal exposure.
Ability to pick up work nobody owns and carry it to a real outcome, leaving behind a scalable process.
Ability to build collaborative working relationships with Legal, IT, Finance, and outside counsel.
Ability to understand where HR’s call ends and another function’s begins.
Ability to define metrics, build dashboards, and turn HRIS and payroll data into actionable recommendations.
Ability to surface a gap before being asked.
Ability to hear what someone actually needs underneath their request and fix the system.
3+ years of experience in HR/People Operations.

Skills

HR Operations
People Operations
HRIS
Payroll
Data Analysis
Process Design
System Building
Compliance
Benefits Administration
Immigration and Visa Casework
Leave and Accommodations Management
Performance Management
Compensation Management
Onboarding
Offboarding
Vendor Management
Automation
Self-Service Systems
Reporting
Metrics Definition
Collaboration
Communication

Location

New York City

Work Type

In-person
Hybrid

Experience Level

3+ years of experience

Salary/Compensations

Transparent, fair, and equitable compensation practices

Benefits

Benefits administration

About the Company

Collections today works like an emergency room. The doctors carry too many patients, everyone arrives at their worst moment, and nobody has their chart. We're making it primary care. January personalizes interactions and optimizes decisions across every stage of consumer credit.
We started in the hardest, most broken stage, because if it works there it works anywhere.
Most consumers want to pay what they owe. They want a way out, not a break.
We've serviced over $20 billion in debt across more than 20 million consumers.
We see more people with charged-off loans each year than all but the top five US banks.
Those consumers rate us about 50% higher than the banks that lent them the money.
Creditors net over 30% more because we collect more and charge less.
Most AI strips the human out of the work. We use it to make someone's hardest financial moment more human. The more human we make it, the more people recover.
Now we're moving upstream, catching people before they default and building across every stage of the consumer credit lifecycle.
The consumer in collections today is the consumer who gets approved tomorrow.
Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain.
Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn.
Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time.
Writing beats the average meeting. Clarity scales.
AI runs through everything here. We built our own code reviewer that beats the alternatives. Our voice AI handles most inbound calls with zero hallucinated payments. Engineers ship 3-4x the PRs they used to. You'll push it further into the work than almost any company you've worked at.
We operate at every altitude. No one here lives only on Mount Olympus, not even the leaders. We get into the trenches to learn the ground truth, then refine our information flows so ground truth climbs as fast as direction comes down.
We build in person, at least three days a week in our office in Nolita, with a growing group coming in every day. Random run-ins cross-pollinate ideas. Face time builds trust no thread can. Building alongside people makes work far more fun.

Equal Opportunity

As a New York City-based company, we are dedicated to transparent, fair, and equitable compensation practices that reflect our commitment to fostering an environment where all team members are valued and supported. We encourage individuals from all backgrounds to apply.
We are an equal opportunity employer committed to diversity and inclusion in the workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, age, veteran status, or any other legally protected characteristic.