Role Description Proper is seeking a highly strategic, operational, and entrepreneurial people leader to serve as Senior Vice President, People Operations. This role will be responsible for building and leading a centralized HR, recruiting, onboarding, training, and people operations function across Proper’s growing portfolio of property management companies. The SVP, People Operations will serve as the enterprise people strategist — assessing existing talent and infrastructure, building scalable systems and workflows, standing up a centralized recruiting engine, leading integration efforts for acquired companies, and creating the operational and cultural foundation needed to support Proper’s continued growth. Qualifications - 15+ years of progressive leadership experience in HR, people operations, recruiting, or organizational operations. - Significant experience within property management, real estate, hospitality, or multi-site operating environments. - Proven experience building centralized recruiting, HR, or shared services functions. - Strong operational and systems background, including HRIS, ATS, onboarding systems, analytics, and process optimization. - Experience managing enterprise-wide process standardization and change management initiatives. - Experience partnering closely with operations leadership in fast-paced environments. - Deep understanding of recruiting operations, onboarding, employee lifecycle management, and workforce planning. - Experience leveraging AI and automation tools to improve operational efficiency. - Strong analytical, organizational, and project management capabilities. - Ability to design scalable workflows, SOPs, and operating frameworks. Requirements - Build and lead centralized HR, recruiting, onboarding, training, and people operations functions across portfolio companies. - Act as a strategic HR advisor to executive leadership (COO/CEO). - Assess organizational structures, workforce allocation, and team capabilities across the enterprise. - Develop scalable people infrastructure to support growth, acquisitions, and operational integration. - Establish standardized HR processes, policies, workflows, SOPs, playbooks, and operational rigor across all people functions. - Build and oversee a centralized, metrics-driven recruiting organization with scalable workflows, SLAs, reporting, and hiring processes. - Partner with leadership teams on hiring priorities, talent acquisition strategy, onboarding, and candidate experience. - Design and implement enterprise-wide onboarding, offboarding, performance management, and employee development frameworks. - Lead learning, training, leadership development, mentorship, and career pathing initiatives across all employee levels. - Oversee acquisition integrations, cultural alignment, and operational transition efforts. - Lead HR systems strategy, including HRIS, ATS, onboarding platforms, analytics, KPI reporting, and system migrations. - Partner with IT and external vendors to ensure successful integrations, scalability, compliance, and data integrity. - Leverage AI and automation to improve recruiting, onboarding, communication, training, and operational efficiency. - Drive employee engagement, culture initiatives, surveys, HR committee meetings, and enterprise-wide organizational alignment. - Manage PEO relationships and collaborate cross-functionally with operations, IT, finance, and portfolio leadership to align people operations with business goals. Benefits - Base salary + Competitive Bonus, commensurate with experience. - Full health, dental, and vision benefits. - Generous PTO and paid holidays.

In this role, you’ll: - Drive the full talent acquisition cycle for assigned roles, from sourcing and screening candidates to scheduling interviews and managing offer letters. This includes elevating our sourcing strategies to attract the world’s greatest talent, leveraging various platforms and networks. - Proactively source candidates, especially for business critical roles or roles that are hard to fill. - Develop and execute sourcing strategies to attract diverse and qualified candidates, leveraging various platforms and networks. - Partner with hiring managers to understand their needs and ensure alignment on the job descriptions and shortlisted candidates. - Contribute to employer branding initiatives, including our LinkedIn page, webinars, podcasts and potential events. - Utilize candidate, hiring manager and hiring team feedback, to continuously improve and iterate on our talent acquisition process. - Onboard new hires, ensuring a smooth and welcoming experience. From creating the onboarding project, ensuring all systems are ready and that the new hire is set up from success from the time they sign their offer. - Own the employee experience interface. You serve as the primary point of contact for global team members, partnering with People leadership to transition manual support into automated, scalable self-service solutions. - Create and maintain our documentation. This is a core part of every role at Doist. - Create and maintain accurate employee records and ensure data integrity across all our People Systems. - Contribute to implementing various talent and people programs and initiatives that support our company culture, growth and values.

Role Description At Doist, our mission is to empower people with simple yet powerful productivity tools. This role plays a crucial role in shaping our Doister lifecycle, from initial candidate engagement to elevating the workflows, systems, and experience we are creating, as well as day-to-day collaboration with Doisters from around the world. This role is a blend of talent acquisition and people operations, focusing on optimizing processes, implementing simple yet powerful solutions, and creating a best-in-class Doister experience. We are aiming to hire at a level IC3 or IC4. In this role, you’ll: - Drive the full talent acquisition cycle for assigned roles, from sourcing and screening candidates to scheduling interviews and managing offer letters. - Proactively source candidates, especially for business critical roles or roles that are hard to fill. - Develop and execute sourcing strategies to attract diverse and qualified candidates, leveraging various platforms and networks. - Partner with hiring managers to understand their needs and ensure alignment on the job descriptions and shortlisted candidates. - Contribute to employer branding initiatives, including our LinkedIn page, webinars, podcasts, and potential events. - Utilize candidate, hiring manager, and hiring team feedback to continuously improve and iterate on our talent acquisition process. - Onboard new hires, ensuring a smooth and welcoming experience. - Own the employee experience interface, serving as the primary point of contact for global team members. - Create and maintain our documentation. - Create and maintain accurate employee records and ensure data integrity across all our People Systems. - Contribute to implementing various talent and people programs and initiatives that support our company culture, growth, and values. Qualifications - Passionate about People and Human-centricity at work. - Experienced in Startup and Scale-Up Environments. - Resourceful and adaptable to different company stages. - Communicative and thrive in an asynchronous environment. - Comfortable with Ambiguity. - Excited by Doist’s Mission. Requirements - Submit your completed application by June 1st at 6pm UTC. - Application screening takes place after submission. - Salary transparency & interview scheduling will follow. - Interview and assessment steps include: - Screening Call and Role-alignment interview. - Panel Interview with a People peer and hiring partner. - Paid Assessment Project. - Final interview to evaluate Culture-contribution. Benefits - Work from anywhere in the world. - Design your own schedule with a maximum of 40 hours/week. - Competitive pay based on industry benchmarks. - Recurring budget for continuing education. - Team- and company-wide retreats. - Stipend for coworking spaces. - Monthly budget for work-related services. - Recurring budget for work-related equipment. - 8 weeks (40 days) of vacation per year. - 5 weeks of paid parental leave for new parents. - Monthly budget for health and wellness.

• Oversee the full employee lifecycle across NA and APJ: contracts, onboarding, offboarding, benefits administration, time-off and leaves, internal mobility. • Ensure accurate and timely data management across all People tools and systems. • Collect and submit payroll inputs to the Senior Payroll Manager ahead of each payroll cycle. • Own state registration processes when hiring in a new US state, coordinating with Finance and Legal as needed. • Own and continuously improve regional documentation, processes, and internal comms on people policies and FAQs. • Serve as the primary regional point of contact for employee inquiries related to policies, benefits and payroll. • Partner with Legal and vendors on labor regulation matters across all jurisdictions. • Support the establishment of entities in new countries, including transitioning employees from EOR arrangements to direct employment. • Act as the first point of contact for managers across NA and APJ on people-related topics. • Guide managers through routine situations such as contract changes, performance topics, exits, leaves and employee changes. • Help managers apply policies and processes correctly and consistently. • Identify and escalate trends in feedback, engagement, or experience that need broader attention or cross-functional alignment. • Contribute to global People Operations initiatives and process improvements in collaboration with the wider People Ops team. • Support drafting and maintaining global People Operations processes, guidelines and internal documentation. • Provide coverage support to the People Ops Partner, EMEA when needed. • Support people systems rollouts and process automation initiatives. • Support ad hoc projects and related tasks as needed.