Role Description As our Head of People Operations, you’ll be responsible for leading people operations across the company so we can continue to attract, empower, and retain amazing public interest technologists. Your work will be central to improving and scaling our ability to make a genuine difference in the world. Our Head of People Operations must have proven experience navigating the evolving legal, regulatory, and social landscapes while preserving organizational values and maintaining trusted relationships with employees, leaders, customers, and government stakeholders. What you’ll do - Talent acquisition - Manage the talent life cycle, from workforce planning through onboarding, as part of the broader employee life cycle. - Provide leadership to the Head of Recruiting, who reports to this role, and grow the talent function over time. - Understand the current and future talent needs of the organization, and build and maintain a strategic talent pipeline. - Manage the onboarding process. - HR - Ensure awareness of and compliance with relevant labor laws, and lead employee relations, including sensitive and legal matters. - Perform benchmark research on compensation and benefits, and partner on HR functions such as payroll. - Manage and optimize our HRIS (Rippling). - Create organizational charts and define each position’s responsibilities. - Manage the offboarding process. - People & culture - Own company-wide employee engagement: design and run engagement programs that reach across business units. - Manage our performance management system (e.g., individual performance planning, performance evaluation, internal promotions, continuous feedback). - Support the development and ongoing improvement of a professional capability framework for describing and measuring how to progress and be successful in various roles at Skylight. - Discuss career-pathing options with high-potential employees and their team leaders. - Organize and oversee individual and team training programs (both internal and external). - Design programs that build culture, drive engagement, and retain great people as we scale. - Create and implement succession plans. - Across all three pillars - Partner closely with business unit leaders and the executive team to align people strategy with the needs of the business. - Infuse diversity, equity, and inclusion into every aspect of our people operations, such as attracting candidates from diverse talent pools, eliminating biases in our recruiting/hiring processes, and building relationships with diversity-focused organizations. - Implement data-driven approaches to continually improving our people operations and talent outcomes. - Understand and drive the adoption of emerging best practices related to people operations. Qualifications - Experience as a people operations leader or similar role. - Experience scaling people operations in a fast-growing organization. - Demonstrated experience building high-performing, mission-driven workplace cultures where employees feel respected, supported, and empowered to do their best work. - Sound judgment balancing transparency and visibility with confidentiality, privacy, and risk. - Experience recruiting design and technology professionals, such as product managers, product designers, user researchers, content strategists, software engineers, and DevOps engineers. - Experience working with remote teams. - Awareness of relevant labor laws and how to comply with them. - Ability to operate at strategic and tactical levels. - Excellent interpersonal, motivational, and relationship management skills. - Organized, detail-oriented, and quality-minded. - Superior written and oral communication skills. - Strong data and analytical skills. - Comfortable navigating Human Resources Information Systems, Applicant Tracking Systems, and tools that support performance management and other HR functions. - Passionate about creating better public outcomes through great government services. - A mindset and work approach that aligns with our core values. - Ability to travel for work from time to time. Nice-to-have qualifications - Experience with Rippling or a comparable HRIS. - Experience in a government contracting, consulting, or professional services environment. Other requirements - All work must be conducted within the U.S. - You must be legally authorized to work in the U.S. now and in the future without sponsorship. - As a government contractor, you may be required to obtain a public trust or security clearance. - You may be required to successfully complete a company background check. Position type This is a full-time, exempt position. Location This is a fully remote position. Care package The salary range for this position is $170,000 to $240,000, based on experience and qualifications. - Medical insurance, dental insurance, vision insurance. - Short-term and long-term disability insurance. - Life and AD&D insurance. - Dependent care FSA, healthcare FSA, health savings account. - Dollar-for-dollar 401(k) match up to 10% of your salary with no vesting period. - Paid time off, including 20 vacation days, 11 federal holidays, and flexible sick leave. - Up to 12 weeks paid time off for all eligible new birth, adoption, or foster parents. - Performance rewards, including annual salary increase, annual performance bonus, spot bonuses, and stock options. - Business development / sales bonuses. - Referral bonuses. - Annual $2,000 allowance for professional development. - Annual $750 allowance for tech-related purchases. - Annual swag budget of $100 to display your Skylight pride with some merchandise (hoodies, hats, and more). - Dollar-for-dollar charity donation matching, up to $500 per year. - Flexible, remote-friendly work environment. - An environment that empowers you to unleash your superpowers for public good.

• Audit current People Ops workflows and systematically identify where automation, AI tooling, and process redesign can eliminate manual work, reduce cycle time, and improve accuracy. • Lead the team's adoption of AI-powered tools for core HR processes, including onboarding, offboarding, compliance, ticketing, and reporting. Set clear adoption milestones and measure impact. • Drive a shift in team operating model from checklist-based execution to automated, data-informed processes; this requires active change management, not just implementation. • Identify and implement scalable, cost-effective solutions to boost the efficiency of the People Team, focusing on building infrastructure, increasing automation, and responsible use of AI to streamline operations. • Directly manage a team of experienced HR Operations professionals, with a focus on raising the team's capability around operational efficiency, automation, and scalable process design. • Set clear performance expectations, provide direct and timely feedback, and hold the team accountable to measurable outcomes. • Develop team members' skills in systems thinking and automation. • Develop and execute HR operational strategies to streamline and improve processes throughout the employee lifecycle. • Lead the design, implementation, and documentation of HR initiatives and projects, ensuring they align with organizational goals and deliver measurable efficiency gains. • Oversee HR projects from initiation to completion, ensuring they are delivered on time and with active stakeholder involvement. • Develop detailed project plans, document procedures, allocate resources, manage budgets, and provide regular updates to stakeholders. • Manage HR audits and compliance processes, ensuring adherence to SOX, local labor laws, and internal policies, while maintaining a strong control environment and promoting continuous process improvement. • Improve People Team service delivery by refining processes for quick, accurate, and compassionate responses to employee inquiries through the ticketing system. Use metrics and feedback to drive ongoing improvements in service effectiveness. • Oversee all global HR operations, ensuring compliance with local laws and regulations in various regions. • Partner with the systems and analytics function to ensure HR technology decisions support operational efficiency and are grounded in data. • Collaborate with cross-functional HR teams including Talent Acquisition, HRBPs, Compensation, and L&D to ensure People Ops processes are aligned with business needs and don't create friction for other functions.

• Acts as the primary HR partner to senior leaders, providing strategic insight and people-focused solutions to deliver business objectives. • Leads the implementation of workforce strategies including organisational design, talent management, succession planning, engagement, and workforce planning. • Uses people data to identify trends (e.g. engagement, turnover, capability) and drives action that improves workforce effectiveness. • Coaches and equips leaders to manage their teams with confidence, providing support for performance conversations and leadership development. • Supports the development of a values-led, high-performance culture through accountability, continuous feedback, and effective people management. • Identifies skill gaps and capability risks, working with the Talent Development team to deliver targeted initiatives and build leadership capability. • Leads the people agenda for change programmes including restructures, integrations, divestments and organisational redesign. • Translates Your Voice results into clear, actionable plans, driving meaningful improvements in engagement. • Identifies critical roles and key talent, ensuring succession plans and talent development pathways are in place and actioned. • Partners with Talent Development and senior leaders to build cross department pipelines and future-fit capabilities. • Partners with the Colleague Relations (ER) team to ensure consistent, fair, and compliant handling of employee relations matters. • Works closely with CoE teams (e.g. Talent Development, People Operations, Colleague Relations) to shape and deliver tailored people solutions.

Role Description We're looking for an experienced People Manager to join our People team. This is a highly generalist role. You'll partner closely with managers across the company and own many of the day-to-day people operations while also helping design the processes and policies that will support our next stage of growth. You'll work across the entire employee lifecycle—from hiring to onboarding, performance management, career development and offboarding—while ensuring we continue to build a great remote-first culture. This role is ideal for someone who enjoys combining operational excellence with human relationships. No two weeks will look the same. What you'll do - Employee Lifecycle - Own and continuously improve our onboarding and offboarding experience. - Prepare and manage employment agreements, contractor agreements and employment documentation. - Partner with our EOR providers to support our international workforce. - Ensure HR processes remain compliant, efficient and employee-friendly. - Partner with Managers - Act as a trusted advisor for managers on people-related topics. - Support difficult conversations, feedback discussions and employee relations when needed. - Help managers succeed in leading fully remote teams. - Coach managers on performance, engagement and team development. - Performance & Talent Development - Coordinate performance review cycles. - Help design and improve career paths and progression frameworks. - Support Learning & Development initiatives. - Contribute to compensation and benefits reviews and internal equity discussions. - Build the People Function - Create and improve HR policies, documentation and internal processes. - Help scale People Operations while keeping bureaucracy to a minimum. - Identify areas for automation and simplification. - Contribute ideas proactively instead of simply executing existing processes. Qualifications - Around 5+ years of experience in HR, People Operations or HR Business Partner roles. - Experience in a fast-growing startup or scale-up environment. - Experience supporting internationally distributed teams. - Hands-on experience working with one or several Employer of Record (EOR) providers. - Strong understanding of the full employee lifecycle. - Comfortable working autonomously with minimal supervision. - Proactive mindset with a strong sense of ownership. - Excellent communication and interpersonal skills. - Strong organisational skills and attention to detail. - Experience supporting a UK-based company or strong knowledge of UK employment practices. - Based in the UK or previous experience working within the UK HR ecosystem. - Experience with international relocations and immigration processes. - Experience with HRIS platforms such as Rippling, HiBob, BambooHR or similar. - Experience working in remote-first organisations. Benefits - Generous paid time off – vacation, sick days, public holidays. - Meaningful stock options – share in the upside you create. - Remote-first setup – work from home anywhere we can employ you. - Flexible hours – own your schedule outside core collaboration blocks. - Family leave – paid maternity, paternity, and caregiver time.