People Operations

We are looking for a People Operations professional to build and scale the systems, programs, and processes that power our team. You’ll ensure that Forus' people infrastructure — spanning onboarding, compensation, benefits, compliance, performance, and culture — runs smoothly, efficiently, and scales through high volume.

You will serve as the operational backbone for the employee lifecycle and a strategic partner to leaders across the company. This role blends execution and strategy: building scalable systems while staying close to the day-to-day employee experience.

This is a high-impact, high-visibility role for someone who loves precision, thrives in ambiguity, and takes pride in operational excellence. If you are deeply organized, data-driven, and motivated by helping exceptional people do their best work, we want to meet you.

- Full HR lifecycle ownership: onboarding, offboarding, benefits administration, compensation, performance management, compliance, and employee relations, end-to-end

- Building for scale: design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume.

- Comms & Employee relations: serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment

- Compliance: maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities

- Manager enablement: build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control

- Compensation and

benefits: administer and optimize compensation structures and benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning

- Culture and engagement: design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers

- AI and technology: actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester

- HR systems and data: own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health

- 5–10 years of HR generalist experience, with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar

- Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them

- Proven track record managing HR through rapid growth you've scaled an organization before and know what to build in anticipation of the next stage, not in reaction to it

- Strong employee relations experience you've handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion

- Compliance fluency you know wage and hour law, FMLA, ADA, and state-specific requirements, and you don't need to look up the basics

- Experience supporting first-time and seasoned managers you've built programs that actually help, not just decks that sit on a shelf

- Exceptional communication skills written and verbal; you can translate complex HR concepts to employees, managers, and executives alike, and you never create confusion where there should be clarity

- Analytical rigor you use data to diagnose problems, measure outcomes, and make decisions; you are comfortable owning HR metrics and presenting them with confidence

- Structured problem-solving you approach ambiguous, messy situations with a clear framework; you identify root causes rather than treating symptoms

- First-principles thinking you don't default to "how it's always been done"; you reason from the ground up and build what's actually needed

- Strong attention to detail errors in HR have real consequences; you operate with a high degree of precision in documentation, compliance, and communications