• Build high standards of global end-to-end employee lifecycle processes including onboarding, offboarding, and employee changes. • Employee records are entered and updated by our local people teams, but your role will be to make any adjustments needed centrally, for example, due to structural changes. You will also oversee standards of accuracy in employee records in our HRIS (HiBob). • Support the Global Head of Talent Acquisition with system support for our recruitment system/ATS (Pinpoint) as required (e.g. updating structural changes in the system & building and maintaining the relevant team approval flows). • Coordinate onboarding activities (keep updated the global onboarding documentation, system access and system permissions for employee movements). • Support offboarding processes including exit documentation and system updates. • Ensure a positive, compliant employee system experience during transitions. • Audit employee data to ensure accuracy and compliance, making updates as required. • Generate reports and dashboards for the People team & business as needed (e.g. board reports, monthly reporting, finance reporting support). • Own the HRIS and ATS updates/enhancements and engage with the global P&D team of any system and process improvements that can enhance existing processes. • Build on existing features and own new feature rollouts that can be facilitated through our HRIS and ATS. • Conduct all relevant people system testing in the “Sandbox” environment before it rolls out in the relevant production environment. • Manage user permission groups and user accesses to our People systems and keep them updated as and when employee changes happen. • Be the primary point of contact between the business and the system provider (facilitate any upcoming renewals, monthly invoicing to the finance team). • Support local teams with keeping reporting information updated timeously (e.g. leave policies & balances, bulk importing of information/employee data, supporting DE&I data initiatives etc). • Support the business and Global People Operations and Systems Lead with P&D system integrations, being the P&D voice in integration workstreams (people data and systems to other internal systems as applicable). • Support the Global People team with global initiatives and processes as required (performance management, reward, talent, DE&I, organisational health survey etc). • Support the Global Head of People and Global People Operations and Systems Lead with people analytics, able to provide insights at Board level. • With local People teams, assist with keeping employee changes updated timeously in the HRIS (HiBob) to support local payroll processing (e.g. ensuring correct working patterns are available in system to the local teams, salary changes are reflected correctly and so on). • Coordinate with external vendors (payroll, EOR providers, benefits, background checks, etc.) & support the People Operations Lead and Global Head of Talent Acquisition. • Support local/regional partners with ensuring employee documentation is maintained in the relevant systems in accordance with local/legal and company requirements. • Support compliance activities such as audits and reporting. • Assist with updating people policies and procedures.

• Lead and develop the People function, ensuring effective day-to-day operations • Support and coach managers on performance, feedback, and team development • Build team capability and strengthen ways of working over time • Drive recruitment efforts, including hiring for senior and business-critical roles • Partner with hiring managers to improve hiring quality and decision-making • Strengthen recruitment processes, pipelines, and candidate experience • Define and implement People strategy, track People KPIs and OKRs aligned with business goals • Manage People budget and ensure efficient allocation of resources • Support performance management processes and continuous feedback culture • Partner with leadership to improve organizational effectiveness • Ensure global People operations and compliance across multiple countries (including Europe, Asia and Africa) • Oversee compensation, benefits, and employee relations topics • Oversee People policies, processes, and systems to ensure efficiency and scalability • Work with internal and external stakeholders to maintain compliance standards • Strengthen company culture across office and remote teams • Foster cross-country collaboration and communication • Support initiatives that enhance engagement and connection • Lead People-related projects and change initiatives • Explore and implement AI-driven tools and innovative ways of working • Continuously improve processes with a focus on efficiency and impact

• Lead and develop the People function, ensuring effective day-to-day operations • Support and coach managers on performance, feedback, and team development • Drive recruitment efforts, including hiring for senior and business-critical roles • Partner with hiring managers to improve hiring quality and decision-making • Define and implement People strategy, track People KPIs and OKRs aligned with business goals • Ensure global People operations and compliance across multiple countries (including Europe, Asia and Africa) • Strengthen company culture across office and remote teams • Lead People-related projects and change initiatives

Role Description The Talent & People Operations Manager is responsible for the daily execution and continuous improvement of talent and people operations. This role spans talent operations and core people ops, ensuring that systems, processes, and employee experiences are efficient, compliant, and values-aligned. The Manager works closely with hiring managers and internal stakeholders and partners with the Director of People Operations to implement strategy, surface insights, and deliver high-quality operational execution across the employee lifecycle. This is a hands-on, execution-focused role with increasing ownership over systems and processes. Core Responsibilities - Talent Operations - Develop and execute hiring plans for Director, Associate Partner, and below roles. - Advise hiring managers on talent-related questions, providing recommendations on recruiting best practices, candidate evaluation, and values-aligned decision-making. - Own end-to-end talent operations for assigned roles, including: - Drafting and posting role descriptions - Managing applicant tracking in Greenhouse - Conducting initial candidate screenings - Coordinating interviews and synthesizing feedback - Supporting reference checks and offer processes - Provide operational support for senior-level or other complex searches, as directed by the Director. - Develop, document, and maintain standard operating procedures (SOPs) for all search processes. - Maintain a strong, values-aligned candidate experience through clear communication and timely follow-through. - Manage and maintain the organization’s job description bank. - Track and report recruiting metrics (e.g., time-to-hire, pipeline health, candidate experience). - Cultivate and manage diverse candidate pipelines by partnering with hiring managers to implement inclusive sourcing strategies, and track and report on diversity metrics for each search. - People Operations - Execute onboarding and offboarding processes, ensuring compliance with federal and state employment requirements. - Process payroll, with final review and approval by the Director of People Operations. - Drive day to day benefits administration and serve as the first point of contact for employees. - Provide operational support to the Director of People Operations during the Open Enrollment process, including preparing employee communications, updating systems, and coordinating with benefits vendors as requested. - Oversee PTO tracking and approval processes to ensure accuracy, consistency, and compliance with applicable state laws. - Own execution of state-based employment compliance for a remote-first workforce across 30+ states, including: - Monitoring state-specific employment laws and regulatory changes - Supporting audits and required reporting - Flagging risks and inconsistencies and making recommendations - Support the development, documentation, and ongoing maintenance of People Operations standard operating procedures (SOPs). - Take on increasing ownership of payroll and benefits functions over time, including vendor management, process optimization, documentation, and employee communications, based on experience and organizational needs. - Systems, Process Improvement & Reporting - Support day-to-day administration and data accuracy of people and talent systems, including HRIS (Paylocity) and ATS (Greenhouse). - Support and participate in processes to evaluate new people or talent systems. - Explore and implement AI-enabled workflows and tools, as appropriate, to improve efficiency, consistency, and data-informed decision-making across talent and people operations, in partnership with the Director. - Identify operational pain points and recommend process improvements or system changes to streamline workflows. - Track, maintain, and report on people and talent data, including workforce demographics and diversity-related metrics. - Ownership of Talent & People Ops functions may shift temporarily based on organizational needs or capacity. Qualifications - A passion for and commitment to transforming education to ensure systemically marginalized young people achieve outcomes that lead to fulfilling lives and flourishing communities in the United States. - An understanding of and commitment to diversity, equity, and inclusion and viewpoint diversity. - 4–7+ years of experience in talent operations, people operations, or HR roles with increasing ownership. - Experience managing end-to-end recruiting processes and running efficient, inclusive, high-quality searches. - Strong operational skills, including building and improving SOPs, coordinating across stakeholders, and ensuring consistent follow-through. - Experience supporting core people operations functions, including onboarding/offboarding, payroll support, benefits administration, and employee support. - Familiarity with federal and state employment requirements, ideally in a multi-state or remote environment. - Experience working with systems and data, including ATS (e.g., Greenhouse), HRIS (e.g., Paylocity), or similar tools, and maintaining data accuracy. - A proactive, problem-solving, and action-oriented mindset. - Experience supporting inclusive hiring practices and delivering an equitable candidate experience. - A commitment to Bellwether’s core values. - HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or similar) preferred. Compensation - The base salary range for this role for incoming team members is $95,000 to $107,500 annually, with eligibility for an annual performance bonus targeted at $5,375 based on individual and organizational success. - Bellwether provides competitive compensation and an attractive benefits package that includes: - A performance bonus based on individual and firm success - Health care coverage - A 401(k) plan with matching employer contributions To Apply Use your online application — a custom letter of interest and a current resume — to show us you have the skills listed here or why the skills you have are the ones we actually need. You should also use your application materials to clearly highlight ways in which your background and experience align with Bellwether’s mission, including our commitment to helping young people furthest from opportunity. Please address your letter of interest to Hana Halleen, Director of People Operations. This role has a priority application deadline of May 15, 2026. While we prioritize applications received on or before that date, we will review applications as we receive them until the position is filled. Note: Applicants must be authorized to work for ANY employer in the United States. We are unable to sponsor or take over sponsorship of an employment visa at this time. Use of AI in Hiring Our team may use artificial intelligence (AI) tools to support parts of our hiring process, such as reviewing applications, analyzing resumes, summarizing interviews, or assessing responses. These tools help our teams work efficiently, but they never replace human judgment. Every hiring decision is ultimately made by our team. If you have questions about how we process candidate data, please reach out to us. Bellwether is committed to providing equal opportunities. It is our policy to ensure that all individuals with whom we are in contact are not discriminated against based on age, race, ethnicity, color, disability, gender identity, gender expression, political viewpoint, marital status, national origin, religion, sexual orientation, or veteran status. Further, as described above, Bellwether is committed to building a diverse team and strongly encourages individuals from all backgrounds to apply.