About this role.
Flex is hiring a People Operations Manager to build and operate scalable employee-lifecycle processes in a high-growth fintech startup. The role owns performance management, HR systems and documentation, compliance coordination, people metrics, and compensation and promotion process logistics. It requires 5–8+ years of people operations, HR operations, or people generalist experience, ideally in a fast-moving startup or scale-up. The successful candidate will bring practical process-design skills, strong operational follow-through, discretion with sensitive employee matters, and the ability to support managers through organizational change. This is a U.S.-remote, full-time role with potential collaboration across teams in San Francisco, Miami, and New York.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
4/5Pace & Pressure
5/5Autonomy Level
4/5Communication Load
5/5Salary analysis
Estimated compensation compared with the broader US market for similar roles.
Core skills
Skills and capabilities most closely associated with this opportunity.
Sample interview questions
I would begin by mapping the current workflow, identifying failure points and stakeholder needs, and defining a small set of measurable outcomes. I would then pilot a streamlined process, document ownership and timelines, train managers, and use feedback and operating metrics to refine it before scaling.
I would establish clear performance criteria, a predictable cadence, concise manager and employee inputs, calibration guidelines, and defined decision timelines. The process should provide actionable feedback and fair talent decisions while minimizing unnecessary administration through templates, automation, and manager enablement.
I handle them with discretion, impartiality, timely documentation, and a fact-based approach. I clarify the concern, gather relevant information, follow company policy and applicable employment requirements, involve appropriate internal or external partners, and communicate next steps respectfully.
I would prioritize headcount movement, onboarding completion and time-to-productivity indicators, review-cycle completion, attrition trends, promotion and compensation-cycle progress, and recurring employee-relations themes. These metrics reveal whether people processes are operating reliably and where managers or employees need additional support.
I would maintain standardized policies and documentation, partner with legal or external employment specialists on state-specific requirements, and create controlled workflows for onboarding, leave, payroll, records, and offboarding. I would also schedule periodic audits to identify gaps before they become employee or compliance risks.
Flex is building the AI-native private bank for business owners.
We’re re-architecting the entire financial system for entrepreneurs—from the first dollar a business earns to how that value compounds, moves, and is ultimately spent in real life. Banking, credit, payments, personal finance, and financial operations—rebuilt from the ground up as a single, intelligent system. Flex is the full financial home for ambitious owners.
Since launching publicly in September 2023, Flex has scaled from zero to nine-figure annualized revenue, with a clear path to profitability by late 2026. We move fast, ship relentlessly, and operate with extreme ownership.
Our customers are affluent business owners ($3–$200M in revenue)—the backbone of the economy and one of the most underserved segments in finance. They’re stuck with outdated banks and fragmented tools. We’re replacing all of it. The opportunity is massive: a ~$1T+ revenue market hiding in plain sight. Our ambition is to build a $100B+ company by delivering a product that is fundamentally better—not incrementally improved.
Flex has raised $100M+ in equity and $300M+ in debt.
– Mission-critical problems: We build software that directly controls how money moves at scale.
– High bar, low ego: Small teams, exceptional people, real ownership.
– Speed over comfort: We prioritize execution, quality, clarity, and results.
– Enduring impact: What we’re building will define how a generation of owners runs their businesses.
Team & Locations
We hire exceptional people who want to build hard things and see their work matter immediately. Roles are available in: San Francisco, Miami, New York, and fully remote.
Flex Fuels Ambition.
🕺About the Role
We’re hiring a People Operations Manager to help build and run the core people processes that support Flex as we grow. This role will focus on performance management, employee lifecycle operations, compliance, and manager support. You’ll partner closely with leadership to create clear, effective people processes that help the company scale thoughtfully.
This role is a good fit for someone with strong startup experience who knows how to bring structure to a fast-moving environment. You should be organized, practical, and comfortable balancing process design with day-to-day execution.
✅ What You’ll Do
Own and improve core people operations processes across the employee lifecycle, from onboarding through offboarding
- Track and report on key people metrics, including review completion, headcount movements, onboarding progress, and other operational indicators
Design, launch, and refine performance review cycles, calibration processes, and supporting documentation
Administer and improve people systems, documentation, and workflows across HRIS, payroll, benefits, and employee records
Help ensure people processes are compliant, well-documented, and scalable across states, teams, and growth stages
Own employment documentation, policy administration, and coordination with legal or external partners as needed
Support compensation and promotion cycle logistics, including tracking, documentation, and process coordination
Partner with managers on employee relations issues, performance follow-up, and organizational changes
Identify gaps in current people operations workflows and implement simple systems that improve consistency and execution
👀 What We’re Looking For
5–8+ years of experience in people operations, HR operations, or a people generalist role in a high-growth startup or scale-up
Strong experience building and running performance review processes and manager-facing people workflows
- Hands-on systems thinker who enjoys building from scratch and improving workflows
Proven ability to introduce structure in fast-moving environments without overcomplicating processes
Solid understanding of employee lifecycle operations, compliance fundamentals, and people documentation best practices
Highly organized and detail-oriented, with strong operational judgment and follow-through
Comfortable handling sensitive employee situations with discretion, sound judgment, and professionalism
Compensation
Additional Information
Why Join Us
Build something generational — Capture the full lifecycle of money for ambitious business owners.
Work on real money, real risk — Payments, credit, and banking at serious scale.
Solve hard problems — AI, underwriting, compliance, and global finance from first principles.
True ownership — Small teams, high trust, real accountability.
Founder-level exposure — Direct access to leadership, customers, and investors.
High bar, high taste — Move fast without cutting corners.
Elite peers — People here are builders, not tourists.
Real upside — Meaningful equity if you help build something big.
Annual salary information is not provided for this position. Explore salary ranges for similar roles in our Salary Directory ›
Upload your resume now
- To unlock remote work opportunities and be discovered by global employers.
This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content.
