People Operations Manager

About Conveo Conveo is the AI research platform enabling fast, affordable, and high quality consumer / B2B research. Global brands like Unilever, Google, and Orange use our AI video interviewer to generate insights across marketing, product, and research teams. The Context Conveo is scaling from $4M to $50M, and the People team is running on goodwill and late nights. We have a recruiting team and a new L&D hire joining, but nobody owns the processes and systems underneath them. Compensation schemes, performance cycles and salary reviews all land on Claudia, alongside the daily operational load. That has to change before we grow further. You'll be the first dedicated People Operations hire, reporting to Claudia. You'll build the operating system for the whole People function: the tools, data, cycles and lifecycle processes that let us hire, pay, develop and support people well across the UK, Belgium and the US. You'll work closely with Finance on payroll and compensation, with recruiting and L&D on the employee lifecycle, and with managers across the company. When you've done this well, Claudia spends her time on strategy and growing the team, not on firefighting. Your Mission 1. Own the People systems stack and make it work across every country You decide how our People tools fit together, then make them run. Today that spans an HRIS, EOR and PEO providers, and payroll across several geographies. Own the HRIS as the single source of truth for every employee, contractor and EOR hire Lead a possible payroll migration end to end: vendor choice, data cleanup, parallel runs, cutover Manage EOR and PEO relationships across the UK, Belgium and the US Connect systems so data flows once, not through spreadsheets and copy-paste Use AI and automation to remove manual admin wherever it adds no judgement 2. Build an employee lifecycle that feels effortless at 2x our size Every hire, move and exit should follow a clear, repeatable path that works in any country we operate in. Design onboarding, internal moves and offboarding flows with recruiting and L&D Turn tribal knowledge into documented processes and self-serve answers Keep contracts, documents and policies consistent across geographies Make the experience good for employees and managers, not just compliant 3. Run the people cycles the company depends on Performance reviews, compensation and salary increases should run on time, every time, without pulling Claudia into the detail. Own the performance cycle calendar, tooling and manager enablement Run compensation projects and salary review cycles with Claudia and Finance Keep bands, levels and approvals applied consistently Spot what slowed each cycle down and fix it before the next one 4. Turn People data into decisions Leadership should be able to answer people questions in minutes, with numbers they trust. Build reliable reporting on headcount, attrition, compensation and cycle completion Keep People data clean enough to support planning and board reporting Give Claudia and managers the insight to act early, not after the fact What We're Looking For Must-haves 5+ years in People Operations, including time at a startup or scaleup through hypergrowth, with hands-on experience across multiple countries (ideally Belgium and the UK) Hands-on experience scaling a People function: you've seen what breaks between 50 and 200+ people and helped fix it Strong systems thinking: you design processes and tool stacks that hold up as the company grows, not one-off fixes Hands-on experience implementing an HRIS (Deel is a big plus) and running at least one people cycle (performance, comp review or onboarding) end to end. Comfort working with data: you can build a report leadership trusts, and you notice when the numbers look wrong Mindset High agency, low ego A builder first: you'd rather design the system than run the same manual process twice Pragmatic about risk: you