Senior HR (People) Operations Manager

About Dose

Dose is a functional wellness company redefining the category through innovative, clinically backed supplements designed to actually work—and taste great! Built on a science-first foundation and deep medical expertise, Dose creates daily supplements that support your body’s core systems to help you show up for what matters most. Its unique approach to product design, efficacy, and accessibility has positioned Dose as one of the fastest-growing companies in the health and wellness space. At its core, Dose is a team of builders—curious, accountable, and driven by impact—who move with urgency while staying grounded in purpose. The culture is highly collaborative and feedback-driven, where individuals take ownership, challenge assumptions, and continuously raise the bar together.

The Role

Dose is building something different — and how we take care of our people should reflect that. We're looking for a Senior Manager of People Operations to own and evolve the infrastructure that powers our workforce across corporate, warehouse, and manufacturing. This isn't a "keep the lights on" role. It's a seat at the table for someone who sees HR systems and operations not as overhead, but as a genuine competitive advantage. You'll be the operational backbone of our People function — designing and running the systems, processes, and workflows that let our team move fast and stay compliant as we scale. You'll work directly with the VP of People, Finance, and business leaders to make sure our infrastructure keeps pace with our ambitions. If you're energized by building things from scratch, thrive when the playbook doesn't exist yet, and can zoom between strategy and execution without losing a beat — this role was written for you.

What You’ll Do

HR Systems & Payroll

• Serve as primary architect and administrator of Rippling and our broader HR tech stack — owning configuration, workflows, integrations, permissions, and audits
• Partner with IT and Finance to drive automation, eliminate manual overhead, and maintain airtight data integrity across all employee populations
• Lead end-to-end payroll for our full workforce (corporate, warehouse, and manufacturing), partnering closely with the VP of People and People Manager on their respective populations
• Drive payroll accuracy, auditability, and scalability — owning reconciliations, reporting, and process improvements that won't crack under rapid growth

Benefits & Compliance

• Own the full benefits lifecycle — enrollments, changes, terminations, open enrollment — and serve as the primary relationship owner with brokers and vendors
• Administer E-Verify, I-9, background checks, employment verifications, and all compliance documentation; stay ahead of federal, state, and local labor law and translate requirements into practical policy
• Own onboarding and offboarding end-to-end across all employee groups, maintaining SOPs that keep us audit-ready at all times

Analytics & Scaling

• Build and maintain HR dashboards that give leadership real-time visibility into key workforce metrics — headcount, turnover, onboarding health, and payroll — and turn that data into actionable recommendations
• Identify what's manual, repetitive, or fragile and fix it; design scalable people infrastructure built for a company that's growing fast
• Partner with People leadership on strategic initiatives that go beyond day-to-day operations

What You’ll Bring

• 7+ years of hands-on experience across HR operations, HRIS administration, payroll, or people ops — with a track record that spans multiple functions, not just one
• SHRM-CP, SHRM-SCP, or PHR certification a plus
• Deep fluency in Rippling or a comparable HRIS/payroll platform; you've owned the configuration, not just used the interface
• Proven experience supporting multi-site workforces across both hourly and salaried populations — you understand that one size rarely fits all
• End-to-end command of the people ops stack: payroll operations, benefits administration, I-9/E-Verify compliance, onboarding/offboarding, and HR reporting — no significant gaps
• Sharp with data; you can build a clean dashboard in Excel or Google Sheets, spot what's off, and communicate it clearly to leadership
• Bias for Action - Make decisions with imperfect information. Focus on progress over perfection and iterate quickly
• First Principle Problem Solving - Challenge assumptions, ask "why," find the root cause, and build processes/solutions that drive towards our KPIs from evidence—not habit
• One Team Mentality - Work in service of the whole company. Share context openly, collaborate across teams, and actively break down silos.
• Craftsmanship – Take pride in producing thoughtful, high-quality work. Care deeply about the accuracy and effectiveness of what we deliver to our teammates and customers

Key skills/competency

• HR Operations
• HRIS Administration
• Payroll Management
• Benefits Administration
• Compliance
• Workforce Analytics
• Process Improvement
• Scalability
• Rippling
• People Operations