Senior People Operations Manager

About the Role

We’re looking for a Senior People Operations Manager to own and run the full day-to-day hiring and people operations engine that supports Copper’s growth in this next phase (40+ employees). You’ll be the company’s first dedicated People Ops hire and the go-to person for all hiring, HR operations and administration, from onboarding and benefits to performance processes, compliance, and the nuts-and-bolts paperwork that keeps everything running smoothly.

This is a very hands-on role where you will personally handle the HR and detailed admin (forms, data entry, scheduling, system updates, documentation) while also building the structure and processes that make Copper’s people operations scalable over time. You’ll also partner closely with leadership and hiring managers across the company to coordinate recruiting logistics, run offers, and help the team deliver a thoughtful, consistent candidate experience.

We value diversity and are committed to building a team that reflects a wide range of backgrounds, experiences, abilities, and perspectives. We’re especially focused on fostering an inclusive workplace where everyone can contribute to our shared mission.

This is a full-time position expected to be in-office 4 days per week with 1 day flexible for in-office or remote work. Our office is located in Berkeley, CA

• Serve as Copper’s primary, day-to-day HR point of contact for employees and managers.
• Own all routine HR administration, including:
  • New hire paperwork and onboarding checklists
    
    HRIS and payroll data entry and updates (e.g., Gusto)
  • Benefits enrollments, changes, and employee questions
  • Employment verifications, letters, and basic documentation
  • Leave tracking and coordination with payroll and managers
• Maintain accurate employee records, documentation, and files, ensuring everything is organized, up-to-date, and audit-ready.
• Coordinate performance review cycles and recurring HR processes, including calendar management, reminders, and system setup.
• Monitor and track completion of required forms, training, and compliance tasks, following up directly with employees as needed.

• Manage the administrative side of recruiting across functions, including job postings, resume review support, interview scheduling, feedback collection, and offer coordination.
• Keep Greenhouse clean and up-to-date candidate stages, interview plans, and templates.
• Partner with hiring managers to ensure interviews are well-structured, panels are prepared, and candidates have clear, timely communication throughout the process.
• Draft and send offer letters, run background checks if applicable, and coordinate pre-start logistics (equipment, paperwork, first-day details).
• Look for ways to make the candidate experience thoughtful, consistent, and reflective of Copper’s values, even as hiring volume increases.

• Assess current HR and hiring processes, identify gaps or friction, and implement practical, right-sized improvements.
• Create and maintain documentation for HR workflows, policies, and FAQs so processes are repeatable, transparent, and scalable.
• Track and report on basic people metrics (headcount, hiring pipeline health, time-to-fill, onboarding completion, etc.) to inform planning and decision-making.

• Maintain HR practices and documentation in line with applicable federal, state, and local laws, working with external counsel or advisors as needed.
• Implement and maintain standard processes for I-9s, handbook/policy acknowledgements, and other compliance-related requirements.
• Keep an eye on the implications of growth (e.g., new state registrations, threshold-based requirements) and help Copper stay ahead of them.

• Build strong working relationships with leadership and hiring managers as a dependable, solutions-oriented partner.
• Be a consistent, approachable resource for employees, answering questions, pointing them to resources, and helping navigate day-to-day HR issues.
• Help reinforce Copper’s values and culture through the way you…