[All remote jobs](https://jobicy.com/jobs.md)Open role[![MagicSchool AI logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/d61b2189-221.jpeg)](https://jobicy.com/company/magicschool-ai.md)Remote opportunity at[MagicSchool AI](https://jobicy.com/company/magicschool-ai.md) # Sr People Operations Manager Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/magicschool-ai.md)Share24 Aug 2026Published34Listing views3Application actions23 Sep 2026Apply before Opportunity details ## About this role. AI SummaryMagicSchool AI is seeking a senior People Operations leader to build and operate scalable people infrastructure during a period of rapid growth. The role owns HRIS, PEO, Lattice, HR data architecture, employee lifecycle processes, and vendor relationships. A central first-year priority is leading a PEO transition while establishing contingent workforce administration and supporting EOR operations for Canadian employees. Success requires strong systems fluency, disciplined project delivery, data governance, and proactive cross-functional ownership. The position is remote and is designated as full time. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 4/5IndependentCollaborative AI insightThis is a high-impact operational build role combining systems ownership, data architecture, compliance-sensitive vendor transitions, and lifecycle process design. The PEO transition and need to create reliable infrastructure at a fast-growing company require independent execution and careful change management. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$139,000US market range$120k–$165k0$182k AI insightThe disclosed annual base salary range is USD 123,000 to USD 155,000, with a midpoint of USD 139,000. For a US-based senior People Operations Manager with HRIS, PEO transition, workforce-vendor, and HR data responsibilities, an estimated market range is USD 120,000 to USD 165,000 annually; actual market pay can vary by location, company stage, and total-equity package. ## Core skills Skills and capabilities most closely associated with this opportunity. [People Operations](https://jobicy.com/jobs?search_keywords=People%20Operations.md)[HRIS Administration](https://jobicy.com/jobs?search_keywords=HRIS%20Administration.md)[PEO Transition](https://jobicy.com/jobs?search_keywords=PEO%20Transition.md)[HR Data Architecture](https://jobicy.com/jobs?search_keywords=HR%20Data%20Architecture.md)[Payroll Integration](https://jobicy.com/jobs?search_keywords=Payroll%20Integration.md)[Employee Lifecycle Management](https://jobicy.com/jobs?search_keywords=Employee%20Lifecycle%20Management.md)[Vendor Management](https://jobicy.com/jobs?search_keywords=Vendor%20Management.md)[EOR Administration](https://jobicy.com/jobs?search_keywords=EOR%20Administration.md)[Contingent Workforce Management](https://jobicy.com/jobs?search_keywords=Contingent%20Workforce%20Management.md)[Project Management](https://jobicy.com/jobs?search_keywords=Project%20Management.md) Sample interview questionsDescribe a PEO transition you have led or supported. How did you protect payroll and benefits continuity?I began with a detailed transition plan covering employee data validation, benefits mapping, payroll parallel testing, ownership by workstream, and escalation paths. I maintained a risk register, communicated clearly with employees and vendors, and used cutover checklists and post-launch audits to ensure continuity. How would you create a single source of truth for headcount, compensation, and employment data? I would first define the authoritative system and data owner for each field, then document integrations, field mappings, refresh cadences, and validation rules. I would build reconciliation reports across HRIS, payroll, and equity systems, resolve data-quality exceptions, and publish clear reporting definitions for leadership. What metrics would you use to assess the health of People Operations processes? I would track data completeness and accuracy, onboarding and offboarding cycle times, payroll error rates, ticket volume and resolution time, process adherence, vendor SLA performance, and employee feedback. For strategic projects, I would also monitor milestones, risks, budget, and adoption outcomes. How do you manage a contingent workforce vendor while maintaining compliance and a positive worker experience? I establish clear worker classification standards, approval workflows, contract and documentation requirements, and ownership across People, Legal, Finance, and managers. I also set vendor SLAs, maintain an auditable worker roster, and ensure onboarding, access, payment, and offboarding procedures are consistent and timely. How would you partner with IT to improve onboarding and offboarding? I would map the end-to-end workflow, identify trigger events from the HRIS, and define role-based provisioning and deprovisioning requirements. Automated workflows, service-level targets, access audits, and a clear exception process would help ensure new hires are productive on day one and departing employees have access removed promptly. WHO WE ARE: MagicSchool is the premier generative AI platform for teachers. We’re just over 2 years old, and more than 7 million teachers from all over the world have joined our platform. Join a top team at a fast growing company that is working towards real social impact. Make an account and try us out at [our website](https://www.magicschool.ai) and connect with our passionate community on our [Wall of Love](https://love.magicschool.ai/all). ### Sr. People Operations Manager ### Role Description You will own the infrastructure, systems, and data layer that keeps MagicSchool’s People function running cleanly at scale – executing a Year 1 project portfolio (PEO transition, EOR setup, contingent workforce vendor, unified HR data architecture) while building the steady-state processes that make the employee experience reliable and the People team’s work credible. ### Responsibilities In this role, you will be responsible for driving towards the following outcomes: People Systems & Data Infrastructure: Own HRIS, PEO, and Lattice end-to-end – configuration, vendor relationships, and system hygiene – and build the unified data layer connecting HRIS, payroll, and equity administration so headcount, comp, and employment data have a single source of truth leadership can use with confidence. Process Architecture & Lifecycle Design: Design and maintain employee lifecycle workflows from onboarding through exit, owning the templates and documentation that make those processes scalable and reduce rework as the company grows. PEO & Contingent Workforce Transition: Project-manage the transition off MagicSchool’s current PEO (benefits, payroll continuity, vendor selection) and stand up a new contingent workforce vendor for contractor administration and compliance, owning both timelines end to end. IT Onboarding/Offboarding & EOR Administration: Own end-to-end IT provisioning/deprovisioning in partnership with IT, and manage the Employer of Record relationship for Canadian employees, ensuring legal and operational requirements are met throughout. ### Qualifications/Competencies/Skills To be successful in this role, you’ll bring the following skills and competencies: HR Data Architecture Fluency: You think in terms of source-of-truth, data hygiene, and system integrations, and can build models, write formulas, and create reports people actually use. Ownership-Oriented Execution: You build the playbook rather than wait for one — flagging blockers early, closing loops without being chased, and treating this as an ownership role rather than a support role. ### Experience Required: 5-8 years in HR operations, people operations, or related roles, with meaningful time spent on systems implementation and operational infrastructure. Required: Proven track record leading a PEO transition, HRIS implementation, or comparable infrastructure project. Preferred (Nice-to-Have): Experience with EOR and/or contingent workforce management. Application Notice Notice: Priority Deadline and Review Start Date Please note that applications for this position will be accepted until 8/24 – applications received after this date will be reviewed on an intermittent basis. While we encourage early submissions, all applications received by the priority deadline will receive equal consideration. Thank you for your interest, and we look forward to reviewing your application. Why Join Us? * Work on cutting-edge AI technology that directly impacts educators and students. * Join a mission-driven team passionate about making education more efficient and equitable. * Flexibility of working from home, while fostering a unique culture built on relationships, trust, communication, and collaboration with our team – no matter where they live. For full time employees: * Unlimited time off to empower our employees to manage their work-life balance. We work hard for our teachers and users, and encourage our employees to rest and take the time they need. * Choice of employer-paid health insurance plans so that you can take care of yourself and your family. Dental and vision are also offered at very low premiums. * Every employee is offered generous stock options, vested over 4 years. * 401k match & monthly wellness stipend. Our Values: * Educators are Magic: Educators are the most important ingredient in the educational process – they are the magic, not the AI. Trust them, empower them, and put them at the center of leading change in service of students and families. * Joy and Magic: Bring joy and magic into every learning experience – push the boundaries of what’s possible with AI. * Community: Foster community that supports one another during a time of rapid technological change. Listen to them and serve their needs. * Innovation: The education system is outdated and in need of innovation and change – AI is an opportunity to bring equity, access, and serve the individual needs of students better than we ever have before. * Responsibility: Put responsibility and safety at the forefront of the technological change that AI is bringing to education. * Diversity: Diversity of thought, perspectives, and backgrounds helps us serve the wide audience of educators and students around the world. * Excellence: Educators and students deserve the best – and we strive for the highest quality in everything we do. 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