Senior People Operations Manager

Job Description

Who We Are

At Murmuration, we believe that America’s promise is shaped and reshaped by the best ideas and ideals of its communities, and the dreams of the people who believe in a better life for themselves, their families, and each other. 

We help organizations build power in their communities in four key ways: we organize a network of values-aligned partners; we provide deep, data-driven insights into people, places, and perspectives; we develop tools that make organizing and engagement easy and more effective; and we offer services that strengthen our partners’ capacity to lead change in their communities.

We envision an America where every community has what it needs to help people lead healthy, free, and dignified lives. We work to redesign the systems and structures we all depend on — how we learn, live, govern, and solve problems — so that they are just, equitable, resilient, and rooted in shared responsibility. By strengthening the ties that hold communities together, we aim for civic life defined by collective action and care, with effective leadership that truly represents everyone. 

We are a collaborative, curious, and creative team of organizers, scientists, teachers, technologists, campaign veterans, and more who share the unwavering belief that we can use our gifts in service of transforming America — together. We’ve built our team guided by the belief that the whole is greater than the sum of its parts. And so we support each other relentlessly — rallying together to face challenges the same way we celebrate each other’s wins.

About the Position

Murmuration is looking for a Senior People Operations Manager who is as energized by the operational backbone of a great workplace as they are by the human side of it. Reporting to the Senior Director of People and Talent, this is a high-ownership role that sits at the intersection of HR operations and learning & development.

You'll manage the systems and processes that keep our people operations running smoothly - benefits, payroll, compliance, employee relations, immigration, and HR data - while supporting the learning and development programming that helps our managers and teams grow. You'll be a reliable resource for staff and a proactive force for keeping Murmuration ahead of the curve on HR trends, compliance changes, and emerging best practices.

Job Level: P4

What You’ll Do

Core HR Operations

• Manage day-to-day HR operations including payroll processing, benefits administration, leave management, and employee lifecycle actions (e.g., onboarding, offboarding, role changes, processing leaves, etc.);
• Serve as the primary point of contact for employee relations matters, navigating sensitive situations with care, consistency, and sound judgment;
• Manage immigration processes for staff, partnering with external counsel as needed;
• Maintain accurate employee files, complete I-9 verifications, and support audits and compliance reporting;
• Maintain and continuously improve HR data systems and reporting, ensuring accuracy, accessibility, and meaningful insights for decision-making;
• Monitor and track changes in employment law, compliance requirements, and HR regulations across all states where Murmuration operates - proactively surfacing implications and driving any necessary updates to policies or practices before they become issues;
• Draft and maintain HR policies that are clear, equitable, and aligned with our values and legal obligations;
• Support employee engagement efforts (e.g., surveys, programming, etc.);
• Identify and close operational gaps - if something is inefficient, unclear, or missing, you spot it and address it; and
• Partner with the Diversity, Equity, Inclusion, and Belonging (DEIB) steering committee to help embed equitable practices into people systems, policies, and programs.

Learning & Development

• Design, build, and deliver training for employees and managers, including manager-specific programs that promote inclusive leadership and equitable people practices;
• Create practical tools (e.g., guides, templates, facilitation materials, training curricula) that help managers show up well in their roles;
• Assess learning needs across the organization and develop programming that is targeted, useful, and grounded in real gaps rather than generic content;
• Facilitate training sessions and workshops with confidence in both live and async formats;
• Build and maintain an L&D resource library that managers and staff can access on demand; and
• Track the effectiveness of training programs and iterate based on feedback and outcomes.

What we're looking for

You're proactive by default. You don't wait for someone to flag a compliance change or identify a training gap - you're already tracking it, thinking through the implications, and bringing a recommendation. You treat anticipation as part of the job.

You're operationally rigorous. Payroll runs on time. Benefits questions get answered accurately. Data is clean. You care about the details because you know the details matter to people's lives.

You're a skilled communicator and facilitator. You can write a clear policy draft and facilitate a nuanced manager training in the same week. You adapt your communication style to the audience and the moment.

You hold complexity with care. Employee relations situations are rarely simple. You bring good judgment, genuine empathy, and a consistent, equitable lens to difficult conversations and decisions.

You build things that last. You're not just executing tasks - you're building systems, resources, and programs that work without you having to touch them every time.

Requirements

Requirements

• 7+ years of progressive HR/People Operations experience, with meaningful depth in both HR operations and learning & development;
• Strong working knowledge of employment law and HR compliance, including multi-state experience;
• Demonstrated experience designing and delivering training programs and manager resources, not just administering them;
• Proficiency with HRIS systems, payroll platforms, and HR data reporting, as well as comfort learning new tools quickly;
• Strong analytical and problem-solving skills with the ability to translate data into actionable insights;
• Ability to handle confidential information with discretion and integrity;
• Exceptional organizational skills and attention to detail;
• Strong interpersonal skills with the ability to build relationships and influence at all levels of the organization; and
• Experience in a remote, distributed work environment.

Nice to Haves

• Experience working in nonprofit organizations or mission-driven environments;
• Background in civic engagement or social impact work;
• Experience at technology companies and/or fast-growing organizations; and/or
• Familiarity with immigration processes.

Talented People Ops Managers come from all walks of life and career. If you are passionate about civic engagement and technology, please apply, even if you do not check every box!

Benefits

Location and Compensation

The Senior People Ops Manager is a full-time, salaried position with a comprehensive benefits package (detail below), open to candidates anywhere in the United States.

The starting salary for this position is $137,509. We set compensation using market data and apply it consistently across the organization to ensure fairness and transparency for everyone in similar roles. 

Our Culture of Care

We work hard to create a culture of care to ensure that our staff are best equipped to lead happy, healthy, and balanced lives. To that end, we offer a comprehensive benefits package which includes:

• Health, vision, and dental insurance with 100% of premiums covered for you and qualifying family members;
• Retirement benefits with a 5% employer match;
• A flexible unlimited PTO plan;
• Generous paid parental leave;
• Pre-tax commuter benefits;
• A company laptop;
• A flexible remote work environment;
• A home office setup stipend for all new employees;
• Monthly reimbursement for remote work expenses;
• A yearly professional development fund;
• Mental health and wellness benefits through Calm and Better Help; 
• Yearly in-person staff retreats; and
• A welcoming culture that celebrates diversity, equity, inclusion, and belonging.

At Murmuration, we believe a vibrant, representative democracy depends on the inclusion of diverse voices, lived experiences, and perspectives. The best ideas don’t come from a single person or ideology — they emerge at the intersection of different backgrounds, identities, and viewpoints. We are proud of our commitment to building an organization and culture shaped by respect, empathy, and collaboration, where our team’s diversity fuels innovation, civic engagement, and meaningful change. We welcome new colleagues who will help us nurture this collective effort. Join us.

An Equal-Opportunity Employer with a Commitment to Diversity

Murmuration is proud to be an equal opportunity employer, and as an organization committed to diversity and the perspective of all voices, we consider applicants equally of race, gender, color, sexual orientation, religion, marital status, disability, political affiliation and national origin. We reasonably accommodate staff members and/or applicants with disabilities, provided they are otherwise able to perform the essential functions of the job.

Note: Murmuration is two organizations working together to pursue our mission of amplifying the power of civic engagement: Murmuration Research Institute, a 501(c)(3) that conducts research to identify, design, and create the data, tools, and insights that build healthier and more equitable communities; and Murmuration, Inc., a 501(c)(4) that supports organizations working across the country on the nation’s most challenging issues with access to data, tools, and research that build healthier and more equitable communities.