{"id":329269,"url":"https://alion.io/job/transluce-people-operations-manager","title":"People Operations Manager","company":{"id":18851,"name":"Transluce","domain":"transluce.org","url":"https://alion.io/company/transluce","size_band":"11-50","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Gem","truth_index":{"grade":"C","score":62,"open_postings":11,"ghost_share":0.636,"stale_share":0,"repost_share":0,"time_to_fill_p50_days":null,"computed_at":"2026-10-25T05:49:26Z"}},"role":"Management","role_family":"Management","seniority":"middle","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["San Francisco, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":150000,"max":200000,"currency":"USD","period":"year","gross":null,"usd_annual":200000},"salary_estimate":null,"experience_years_min":4,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-09-04T00:02:07Z","employer_posted_date":"2026-09-04","last_verified_at":"2026-10-25T16:29:32Z","board_verified":true,"closed_at":null,"days_open":51,"trust":{"level":"ok","repost_count":0,"flags":["company_stale"],"days_open":51},"description":"Salary range: $150,000 - $200,000/year depending on experience + comprehensive benefits.\nDescription: Today's AI systems are difficult to understand - even experts struggle to predict behaviors like blackmail or sycophancy. And most analyses of AI systems are done behind closed doors, by the same labs deploying them. Society cannot rely on AI developers to grade their own homework.\nTransluce is a non-profit research lab building world-class tools to oversee AI and steer its development for the public good. We use AI to investigate AI, at a scale manual testing cannot reach, and we build in public so anyone can use what we make. We are growing from 20 to 40+ employees in the next 12 months.\nAbout the role: Our team is our most important asset. So hiring well, keeping the people we hire, and building a place worth staying are among the highest-leverage things we do. We are looking for a People Operations Manager to be the first person at Transluce whose whole job is people.\nHiring is the most urgent piece because half the people who will work here a year from now have not been hired yet. Who we hire and how fast we find them determines how quickly we progress our technical ambitions. In tandem, you’ll be responsible for embedding our culture: we want our 40-person team to be not just bigger, but better. So, we need to design good practices and systems now: how to welcome people, how to solicit feedback, and how to get people what they need. If we get things right now, the benefits compound for all future employees.\nWe have a solid operational foundation (e.g., HRIS, benefits, ATS), but a lot of what works for 20 people will not work for 40+. Your role is to decide what gets built and in what order, so we get ahead of problems rather than repairing them. Strategy and execution are not separable here: the systems you design are the ones you run, and the judgment calls you make are informed by your hands-on experience. Since we are a very small team, you may also flex into other operational domains, further expanding your skillset.\nThis is an individual-contributor role reporting to the Chief of Staff. You will steward and mature our People Operations function, directly advising the leadership team on key directional decision-making. We expect to continue expanding the operations team. You would help define these roles and hire for them.\nYou are ...\nEnergized by building a whole domain and ready to be the core person accountable for its excellence\nOpinionated about how hiring, development, culture, and compliance should work-and eager to apply and test those best practices in our specific context\nAs invested in running a process well as in designing it\nObservant and relentless. You are unable to leave a broken process alone. You notice the friction and fix it\nAble to catch the error in a payroll run while still thinking about what we need to build next quarter\nTrusted by colleagues to be a listening ear and to handle sensitive situations well\nCore responsibilities: You will build our people operations infrastructure and drive its day-to-day execution including deciding where to automate, streamline, or outsource.\n Hiring: you enable Transluce’s growth by ensuring we can hire the best peopleOwn our hiring process end-to-end and run it: candidate communications, scheduling, program management, and funnel analysis\nShape our sourcing strategy (channels, events, partners, outreach) to increase the quality of our top of funnel\n\nPeople: You design the employee experience from recruitment to last dayDevelop seamless onboarding practices, providing new employees with everything they need in their first week rather than their first month\nOwn our benefits, payroll, and HRIS: run them yourself, decide which vendors we use and when we switch, and be the person the team trusts with questions about any of it\nEstablish the policies and practices that keep our culture strong as we grow: candid feedback, continuous learning, and clear expectations for what good work looks like.\nAdvise managers and employees through sensitive people situations, including performance concerns, conflict, feedback, and other employee-relations issues\n\nCompliance: You own our federal and multi-state employment compliance. You draw the line between what we handle in-house and what you escalate to outside counsel and our HR providers.Make the calls that carry real risk: leaves, accommodations, and how we classify employees and contractors\nMeet the deadlines that cannot slip: visa cases with external counsel, business licenses, state registrations, required trainings and postings\n\nMinimum qualifications\nHas owned hiring rounds end to end alongside hiring managers, with a strong foundational understanding of HR fundamentals\nHas owned core people operations (payroll, benefits, onboarding, visas) and is excited to run them hands-on\nStrong interpersonal skills with demonstrated ability to navigate complexity with honesty, care, and discretion\nExcellent written and verbal communication skills\nPreferred qualifications\nAt least 4 years of professional experience including running people operations, ideally at growing startups or nonprofits. Candidates with less overall experience or nontraditional backgrounds are encouraged to apply and may be considered for similar roles\nExperience recruiting highly sought-after technical or research talent; familiarity with the AI research ecosystem is a plus\nExperience scaling a people function as an organization grows\nAlready leverages AI and other productivity tools to work effectively or eager to learn. Deep technical skills not required.\nThis role might not be for you if …\nyou want to set direction and hand the details to someone else\nyou dislike ambiguity and prefer having an established playbook to work from\nemployee relations drains you.\nWe work from our San Francisco office four days a week: our in-person culture is a big part of what makes Transluce special. 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