As a People Ops Partner (POP), you’ll be the trusted day-to-day People partner for teams within one of EF’s clusters. You’ll support team leads through sensitive people decisions, strengthen team health, and help create systems that scale as the organization grows.

This role blends hands-on employee support with cross-organizational People Ops initiatives. If you thrive in fast-moving environments, embrace ambiguity, and operate with high ownership, we’d love to work with you.

What You’ll Do

Partner & Coach

1. Act as the primary People partner for team leads across org design, team health, growth, performance, and compensation
2. Coach and influence managers on people decisions and best practices—without direct authority
3. Build strong relationships with managers and leadership, demonstrating the strategic value of People Ops

Employee Relations & Team Health

1. Own employee relations topics end-to-end, including triage, investigations (in collaboration with Legal), and resolution
2. Support teams in improving work relationships, morale, productivity, and retention
3. Identify patterns across teams (engagement gaps, retention risks, leadership effectiveness) and propose targeted interventions

Processes & Programs

1. Help design and run consistent, fair performance and compensation processes
2. Proactively identify opportunities to improve People Ops systems, policies, and the day-to-day employee experience
3. Deliver timely, accurate responses to organizational issues

Collaboration & Scale

1. Work closely with Finance, Legal, Talent, and other Ops teams
2. Contribute to and execute cross-org People Ops initiatives
3. Operate effectively in a distributed, multicultural, and multi-time-zone environment

What We’re Looking For

Must Have

1. 5+ years of generalist People Ops experience, preferably in a similar role
2. High adaptability, flexibility, and a strong sense of ownership
3. Comfort working with ambiguity and building lightweight, effective processes
4. Clear, confident communicator who can hold boundaries and build trust with technical teams and leaders
5. Proven ability to coach managers and influence decisions without direct authority
6. Strong conflict resolution skills (facilitation, mediation, de-escalation)
7. Excellent judgment and discretion when handling sensitive information
8. Solid knowledge of employee relations fundamentals, including multi-region and mixed employment models

Nice to Have

1. Experience working with distributed teams, open-source communities, or high-autonomy environments
2. Experience leading cross-functional People Ops projects (program design, change management, rollout)
3. Strong analytical skills, including building HR metrics from scratch (0 → 1)

What Success Looks Like

30–60 Days:

1. Teams recognize you as their go-to People partner
2. Coaching cadence established with team leads
3. Key people risks identified and mapped
4. 90–180 Days: Improved engagement and team lead effectiveness
5. Smoother, more consistent performance and feedback cycles

6–12 Months

1. Measurable improvements in team health signals; multiple impactful cross-org People Ops initiatives successfully delivered