People Operations Lead

Location: New York City, San Francisco Type: Full-time, In office

About the Company Atlas is the concierge charge card for high-net-worth individuals and their companies. We pair 24/7 concierge access with no-preset-limit spending, giving members insider access to dining, luxury travel, and experiences that are otherwise impossible to get. We’ve crossed $1B in annualized transaction volume and are backed by Y Combinator, Elad Gil, O1 Advisors, Eric Schmidt, and other leading fintech and consumer investors. The team is lean, senior, and fast-moving, with experience across Apple, Robinhood, Rimowa, and more.

About the Role We’re looking for a People Operations Lead to run day-to-day HR and people operations for a team of roughly 80–100 people. This is a hands-on, execution-focused role. Leadership sets people strategy and makes decisions on policy, compensation, and organizational changes; you’ll turn those decisions into smooth, consistent, well-run processes. You’ll be the go-to person for how things work at Atlas, from onboarding and benefits to performance cycles and HR policies. This role is a great fit if you take pride in operational excellence, like being the person who makes things run reliably, and want to do that work at a fast-growing company. It is not a people strategy or HR leadership role. We’re a high-performance, Series C startup. We move quickly, expect a lot from ourselves, and value people who take ownership of their work and get things done well.

What You'll Do

• Run onboarding and offboarding from start to finish.

• Administer benefits, PTO, and leave, and coordinate payroll.

• Maintain employee records and HR systems.

• Serve as the first point of contact for employee questions about benefits, policies, and HR processes.

• Keep the employee handbook and company policies up to date as leadership updates them.

• Coordinate with our PEO, benefits providers, and outside employment counsel.

Performance & Recruiting

• Run performance-review cycles and other recurring people processes on schedule.

• Support managers in addressing performance issues and giving clear feedback, within the approach set by leadership.

• Coordinate recruiting logistics: scheduling interviews, preparing offers, and getting new hires ready for day one.

• Streamline the tools, templates, and workflows managers use for hiring, feedback, and reviews.

Employee Experience

• Make sure employees have a smooth, professional experience from their first day through their departure.

• Communicate HR and policy updates to the company clearly and on time.

• Coordinate employee feedback surveys and company-wide people initiatives.

• Handle sensitive employee matters with discretion and good judgment.

Process & Compliance

• Spot gaps and inefficiencies in day-to-day processes and fix them.

• Keep HR documentation accurate and current.

• Make sure people processes are applied consistently and deadlines are met.

• Know when an issue needs to go to leadership, our PEO, or outside counsel, and escalate it promptly.

What We’re Looking For

• 5+ years of experience in People Operations, HR Operations, or a similar role.

• Experience at a high-growth startup or similarly demanding company.

• Experience supporting a company of roughly 50–200 employees.

• A track record of running processes independently and making them more efficient.

• Strong organizational skills and attention to detail.

• Good judgment and discretion with sensitive information.

• Clear, direct communication, including the ability to deliver difficult or unpopular news with professionalism.

• Comfort carrying out decisions made by leadership and representing them consistently to employees.

• The ability to prioritize, solve problems, and follow through without constant direction.

• Working knowledge of HR systems, benefits, payroll coordination, and employment documentation.

What Success Looks Like

• Onboarding, offboarding, payroll, and benefits run smoothly and reliably.

• Employees get timely, accurate answers to their questions.

• Managers have simple, effective tools for hiring, feedback, and performance reviews.

• HR policies are clear, current, and applied consistently.

• Leadership trusts you to run day-to-day people operations independently and to implement their decisions quickly and well.