Scribe
SaaS
SeniorPeopleOpsGeneralist
Neural analysis suggests this role is
optimal for Senior candidates.
“Senior People Ops Generalist at Scribe. Skills: Build manager enablement, Run people programs end-to-end, Close the loop between People and Recruiting, Execute people roadmap, Contribute to compensation & total rewards, Build what doesn't exist yet. Build manager enablement that actually sticks. Run people programs end-to-end”
What You'll Achieve.
Ensure the company grows intentionally, not reactively; Build the infrastructure, programs, and culture that support our people mission as we scale; Architect what will carry Scribe from 200 to 500+ employees and beyond; Shape programs that don't exist yet, and improving those that do; Set a high performance culture; Ensure managers are equipped and accountable; Turn data into recommendations we act on; Help establish the feedback loop between who we hire, what core qualities are we looking for, and how someone is successful at Scribe long-term; Stay ahead of what employees and managers actually need; Bring rigor and repeatability to what's currently ad hoc – comp requests, market benchmarking, and building a clearer picture of what attracts and retains great people at Scribe; Take a direction and run with it, or identify the gap yourself
Industry & Context.
Synthesizing what it tells us and turning it into recommendations we act on; Help establish the feedback loop between who we hire, what core qualities are we looking for, and how someone is successful at Scribe long-term; Identify the gap yourself
Live in or near San Francisco and work from the office 3 days per week
What They're Looking For.
Must Have
5+ years in People/HR at a fast-growing company, Experience of what breaks as a company scales, Form a point of view fast and move on it, Operate with speed and limited resources, Report data and have a perspective on what it means and what to do about it, Pull people around you, Make teammates better without needing a formal mandate, Comfortable holding competing priorities without dropping any, Knowing when to pivot, Energized by the pace of change at this stage, Learn fastest when the playbook doesn't exist yet
Nice to Have
Worked in a combined People function, Understand how People and Talent inform each other, Experience coaching managers, not just handing them a policy doc, Experience at a later-stage company, Judgment to spot what we should be building now that we aren't, Familiarity with people metrics and how to benchmark them
What You'll Do.
Build manager enablement that actually sticks
Run people programs end-to-end
Close the loop between People and Recruiting
Execute our people roadmap
Contribute to compensation & total rewards
Build what doesn't exist yet
How You'll Work.
Team & Collaboration
Work closely with People leadership across the full scope of the function; Partner with People leadership to prioritize initiatives; Pull people around you; Make teammates better without needing a formal mandate
Process & Methodology
Own performance cycles and engagement surveys — designing, running, and iterating each cycle, Take a direction and run with it, or identify the gap yourself
Full Job Description
tl;dr – Why This Role Matters This is a high-leverage generalist role at a pivotal stage of Scribe's growth. As we scale from 200 to 500+ employees, you'll help build the systems and infrastructure we don't yet have – ensuring the company grows intentionally, not reactively. Real scope, high ownership – and a chance to do some of the best work of your career. About the Role Scribe's mission for our people is simple: be the place where exceptional people come to do the best work of their careers. This role is building the infrastructure, programs, and culture that support our people mission as we scale. We're looking for a Senior People Ops Generalist to help architect what will carry Scribe from 200 to 500+ employees and beyond. This is a high-ownership role at a pivotal stage in our journey – you'll be shaping programs that don't exist yet, and improving those that do. You'll work closely with People leadership across the full scope of the function: programs, manager enablement, people data, total rewards, and recruiting alignment. You bring opinions quickly, act without waiting for a playbook, and leave processes better than you found them. The ideal candidate is low-ego, high-output, and genuinely energized by both the strategic and the operational. What you’ll do The bullets below reflect your core ownership areas, but like any People role at this stage, you'll also be a resource, a thought partner, and a problem-solver for things that don't fit neatly into every category. The hiring manager for this role is Amanda Hall https://www.linkedin.com/in/amandahall24/. - Build manager enablement that actually sticks. As the organization grows we need to support the team’s development. You'll figure out how best to tool our managers for success and set a high performance culture. The goal is coaching, enablement and support, to ensure managers are equipped and accountable. - Run people programs end-to-end. Own performance cycles and engagement surveys — designing, runni
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