• Administer onboarding, leave management, role & compensation changes, and offboarding. • Manage and triage incoming employee requests - ensure resolution and clear communication. • Maintain legally compliant and audit-ready employee records/documentation. • Support internal and external audits, compliance reviews, and post M&A integration projects. • Partner with Payroll, Recruiting, IT, Legal, and Finance to ensure secure handling of sensitive employee information. • Partner with Technical Specialists to identify and reduce system and process bottlenecks. • Accurately track all project-based work in an organized and transparent manner - provide weekly updates on critical work to leadership. • Launch compliance training in partnership with legal and IT, driving completion via follow-up communication.

We are seeking a People Operations Generalist to join Sensor Tower’s dynamic, fast-paced environment. In this role, you will play a key part in delivering a seamless employee experience across the entire lifecycle—from supporting recruiting coordination and onboarding to managing benefits, leaves, and employee inquiries. You will help drive People initiatives such as training and development programs while ensuring accuracy and confidentiality within our HR systems. This role is ideal for someone who thrives in a collaborative, high-growth setting and is passionate about building efficient, people-first processes. Key Responsibilities: - Administer onboarding, leave management, role & compensation changes, and offboarding. - Manage and triage incoming employee requests - ensure resolution and clear communication. - Maintain legally compliant and audit-ready employee records/documentation. - Support internal and external audits, compliance reviews, and post M&A integration projects. - Partner with Payroll, Recruiting, IT, Legal, and Finance to ensure secure handling of sensitive employee information. - Partner with Technical Specialists to identify and reduce system and process bottlenecks. - Accurately track all project-based work in an organized and transparent manner - provide weekly updates on critical work to leadership. - Launch compliance training in partnership with legal and IT, driving completion via follow-up communication. Requirements: - 5 years of experience in People Operations program ownership and execution. - Proven ability to autonomously handle a high volume of administrative tasks while maintaining attention to detail. - Analytical mindset with moderate excel capabilities (applied for reporting, auditing, reconciling multiple data sets for accuracy and completeness). - Demonstrated success in improving manual or outdated processes to make them more efficient for the team. - Leading/owning cross-functional projects and coordinating with external software vendors. - Administration of B2B contracts and global PEO/EOR based employment. - Immigration case management and work-authorization compliance. $90,000 - $105,000 a year

• Lead the design, execution, and scaling of company-wide People initiatives aligned with business priorities. • Own end-to-end program management including roadmap development, timelines, milestones, and delivery. • Drive cross-functional alignment across People, Finance, Legal, IT, and business leaders. • Establish success metrics, dashboards, and reporting to track program impact and effectiveness. • Lead and manage multiple high-priority People workstreams simultaneously. • Bring structure, clarity, and execution rigor to complex, ambiguous initiatives. • Identify risks, dependencies, and mitigation plans to ensure successful outcomes. • Develop and operationalize a scalable M&A People Playbook, including frameworks, timelines, and integration methodologies to ensure consistency across deals.

Role Description The Workforce Development & Transformation (WD&T) Leader is a strategic leadership position. This is not a traditional HR role — it is the function that determines whether the company’s growth ambitions are staffed for success or constrained by talent. You will own the people infrastructure that enables scale: - Talent strategy - LMA (Lead, Manage, hold Accountable) discipline - Learning and development - Workforce transformation - Culture management You will lead two direct reports — People Experience and Talent Acquisition — and build a Talent Engine playbook that can be replicated across future hubs. This role reports directly to the Integrator (COO) and operates with a company-wide perspective. Success in this role means fully owning WD&T so leadership is no longer involved in day-to-day operations within this function. What You’ll Own - LMA — Lead, Manage & Hold Accountable: You directly LMA People Experience and Talent Acquisition, while also owning LMA discipline company-wide. You will set the standard, lead training, and ensure managers consistently run People Analyzer assessments and Quarterly Conversations. - Talent Acquisition & Onboarding: You own the strategic layer of hiring: workforce planning, Talent Engine design, and onboarding consistency. Every hub must launch with a clear hiring strategy, and every new hire must have a consistent, high-quality start. - Training & Development: You will build the learning infrastructure across all levels — from onboarding to leadership development. In a professional services environment, people are the product. You ensure leaders grow, technical skills stay current, and employees have clear development paths. - Workforce Transformation: You will guide the organization’s evolution from a small, personality-driven team to a scalable, hub-based professional services firm. This includes identifying and addressing structural gaps before they become blockers to growth. - Culture Management: You are responsible for maintaining and scaling culture across teams and locations. You will measure alignment between stated values and actual behavior, and implement initiatives to close any gaps. Qualifications - Experience leading talent strategy in a growth-stage, services-based organization (GovCon or defense contracting preferred) - Familiarity with EOS or similar operating systems, or ability to quickly adapt to structured frameworks - A systems builder — you create scalable infrastructure, not one-off programs - Able to operate both strategically (organizational design, workforce planning) and operationally (managing teams, executing hiring) - Experienced in managing managers and developing leadership capability - Comfortable with accountability and direct, honest communication - Energized by growth and organizational complexity - Eligible for a security clearance; alignment with national security mission is important What You Won’t Find Here - This is not a benefits administration or compliance-focused HR role - This is not a traditional corporate HR position in a stable, slow-moving environment - You will not inherit a large team — leverage comes from systems, influence, and execution - You will not make unilateral hiring, firing, or compensation decisions — you enable and guide, not override Success in Year One - Deliver a scalable Talent Engine playbook used to support at least one new hub launch - Implement LMA discipline across all managers, with consistent execution of People Analyzer and Quarterly Conversations - Establish a baseline for culture and engagement, with a clear improvement plan - Standardize onboarding across all functions and locations - Fully own WD&T operations, removing leadership from day-to-day involvement