Sr Manager, People
4 нед. назад
160k–190k USD / годСтрана неизвестнаSeniorRemote
Senior Manager role focused on People operations at .
О компании
- Our founding team is no stranger to the complexities of the financial industry. As early employees at Blend, they spent years together focused on creating modern cloud infrastructure for banks. Now, with , they are transforming the mortgage industry by creating the most flexible, open and automated origination experience, benefiting financial institutions and their customers.
- And, we're not alone.
- We've raised $55M from top tier investors, including Andreessen Horowitz, Bain Capital Ventures, Conversion Capital, Zigg Capital, and Index Ventures.
- We believe that our team is our greatest competitive advantage and take pride in having a team of exceptional humans. As a team, we value humility, empathy, self-awareness, and an orientation towards action. If this sounds like you and you're excited by the idea of getting in at the ground level to be part of building the infrastructure that will power the future of the finance industry, we would love to hear from you!
Обязанности
- This role is structured around two things you'll own end to end. The first is program and platform work: leveling, comp philosophy, and management development. The second is being the trusted HR business partner to our engineering manager tier, with a growing set of managers across the company over time.
Требования
- You love creating the infrastructure a People function runs on: developmental frameworks that make managers genuinely good at their jobs, leveling architectures that keep a fast-growing company consistent, and comp philosophy that holds under pressure. You've partnered directly with the manager tier and become a trusted collaborator. You're strategic, not procedural: if a loop isn't working, you rebuild it rather than repeat it. You're the person managers bring the uncomfortable stuff to, and who tells them what's actually going on. If you want to be the builder behind a scaling People function, we'd love to meet you.
Условия
- Robust medical, vision, & dental coverage (~100% of employee premiums are covered)
- 401(K) plan offering
- Meaningful parental leave - 16 weeks fully paid for all new parents, birthing & non-birthing parents (applies to adoptions as well!)
- Remote-first culture with a hub in the Bay Area and New York
- Generous Work-From-Anywhere & Wellness Benefits
- Monthly Doordash benefits
- Open & encouraged flexible time off
- Company offsites to get to know the team!
- Our cash compensation amount for this role is targeted at $160,000 - $190,000/yr. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed above.
- At , we believe that the only way we can tackle the challenging problems in front of us is by having diverse perspectives and an environment that promotes inclusivity. We’re committed to equal opportunity regardless of race, color, ancestry, religion, gender, gender identity, parental or pregnancy status, national origin, sexual orientation, age, citizenship, marital status, disability, or veteran status. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. As part of our onboarding process, we participate in the E-Verify program.
Другое
- Owning a home is a foundational part of building financial security and wealth in America. However, the tools and technology that support homeownership are antiquated, dependent on things like fax machines, handwritten documentation, and hours of manual review.
- We're here to change it.
- was founded to rebuild the mortgage LOS from the ground up. Our founding belief is that the future of mortgage lending will be a fully automated process. Today, our AI augmented platform makes that a reality. Our mission has been to build a platform where AI isn’t just an add-on, but the core engine that transforms how a loan is actually manufactured.
- Design the leveling framework at a company level. Define what each level means and looks like across every function. Set the standards for how someone gets promoted, how leveling stays consistent as new roles are added, and how one function's Level 4 compares to another's. This is the foundation the rest of our development, comp, and performance conversations sit on top of.
- Develop how develops its people. Form a shared point of view on what success looks like at each level. Turn the leveling framework into real conversations: development plans, promotions, calibration, and honest feedback about where someone is at on their career journey.
- Stand up management development as a program. Managing people isn't a job anyone gets good at by accident. Design the program that turns people who are new to that work into people who are good at it.
- Own comp philosophy. How we pay, how we level, how we structure cash, equity, and bonus. Consistent leveling and clear philosophy matter more as the company gets bigger. Ambiguity here corrodes trust faster than almost anything.
- Be the trusted HR partner to our managers. Mostly engineering managers today, with a growing manager population across the rest of the company over time. Work with them on performance, comp calibration, promotions, ER cases, development conversations, and the harder people moments.
- Own employee relations. Handle the cases directly, and create the frameworks and playbooks that make good outcomes repeatable as the company grows.
- Own compliance and employment law. Multi state US employment law, policies, records, and filings: the groundwork that lets managers move with confidence and the company scale without surprises.