Senior People Operations Manager

About Mixpanel

Mixpanel is the leading product intelligence and analytics platform, trusted by more than 29,000 companies to help understand how people use the products they build. By combining powerful analytics with AI that knows your business, Mixpanel helps teams see what’s working, diagnose what’s not, and decide what to build next. Learn more at mixpanel.com.

About the Team

The People Operations team owns the systems, processes, and programs that make the employee lifecycle run — from day one through every transition in between. We believe that clean data, simple workflows, and well-designed technology are what let the rest of the People & Talent function do its best work.

About the Role

We're looking for a People Operations Manager who can look at a messy, ambiguous problem and turn it into a clear plan — then execute it. Day-to-day, you'll own our HR technology stack, lead process transformation across the employee lifecycle, and serve as the go-to partner for Payroll, IT, Legal, and the broader People & Talent team when something needs to be built, fixed, or rethought. You'll work directly with vendors, HRBPs, and leadership to make sure our operations are scalable, compliant, and actually simple to use. In the first year, success means moving us from where we are to where we should be: better-configured systems, documented processes, and a team that trusts what's in our tools.

Responsibilities

• Lead HR operations programs end-to-end — define scope, owners, milestones, risks, and success measures, often starting from an undefined brief.
• Serve as the primary functional owner for core People technology platforms (e.g., HRIS, ATS, LMS, performance tools), including configuration, upgrades, and feature evaluation.
• Lead technology deployments, platform conversions, and module rollouts, coordinating across IT, HRIS, and vendor teams.
• Research and benchmark HR technology trends to build and maintain a People tech roadmap that supports scale.
• Apply AI and emerging tools to improve how the broader People Operations function works — not just your own workflow.
• Establish and enforce data governance standards across HR systems to ensure accuracy, consistency, and audit readiness.
• Design and implement a tiered HR support model with clear ownership, escalation paths, and defined service levels.
• Map current-state and future-state workflows across People, Payroll, Finance, and IT to reduce manual work and maximize automation.
• Author and maintain the SOP and documentation library at a function level — consistent, audit-ready, and accessible across the team.
• Own end-to-end compliance for higher-risk programs including I-9/E-Verify, records retention, a