People Operations Manager

About Polymarket Polymarket is the world's largest prediction market platform. We enable individuals to express views on real-world events by trading on outcomes across politics, economics, sports, culture, and current affairs. Built as a peer-to-peer marketplace with no centralized "house," Polymarket aggregates diverse opinions into transparent, market-based probabilities that reflect collective expectations about the future. We're growing fast, both in terms of volume ($21B traded in 2025) and adoption as an alternative news source. Our ambition is to become a ubiquitous beacon of truth in global media and we need your help adding fuel to the fire. About the Role The People team at Polymarket is small and operates with a high bar for ownership. This is not a team where work gets diffused across layers of specialists. Everyone holds real surface area, and this role is no exception. As People Operations Manager, you'll own the full operational backbone of the employee experience, from the moment a new hire signs their offer to the day they leave. The mandate here is operational excellence with genuine care. You'll be the person employees turn to when they have a benefits question, a payroll concern, or no idea where to find the answer. You'll also be the person making sure that question gets easier to answer next time, whether through better documentation, smarter systems, or AI‑assisted self‑service tools you build yourself. The work is split between heads‑down system administration in Rippling and Deel, benefits and vendor management, and being a reliable, patient resource for a team that asks a lot of questions. This is a backfill, which means the role is proven and the work is real. We need someone who already knows how People Ops works, including the compliance details, the systems administration, and the employee‑facing judgment calls. There is no runway to learn the fundamentals here. If you've owned this function before and want to do it in a fast‑moving, high‑stakes environment, this is the role. What You'll Do Own the end‑to‑end onboarding process for every new hire, including post‑offer communication, I‑9 verification, system setup in Rippling and Deel, and leading the People Ops onboarding session. Administer Rippling as the primary system owner, keeping employee data accurate, maintaining integrations, and optimizing workflows as the company grows. Manage the benefits program from top to bottom, including vendor relationships, employee questions, and quarterly reporting on program usage to leadership. Ensure HR compliance across state and federal requirements, including regulatory reporting, policy audits, and keeping the employee handbook current on an annual basis. Support payroll accuracy and timeliness in partnership with external payroll support, and coordinate visa and immigration matters for employees who need them. Run the full offboarding process, including exit surveys, access removal, and synthesizing feedback into insights for leadership. Build and maintain self‑service resources that reduce repeat questions and free up your time for higher‑order work. What We're Looking For 3 to 5 years of hands‑on experience in a People Operations role, this is not a role that can be grown into. End‑to‑end HRIS administration experience, including data management, workflow configuration, and troubleshooting. Rippling or Deel experience is a strong signal. Working knowledge of state and federal employment law, with the ability to apply it directly to policy decisions and compliance questions without needing to escalte everything. Proven ownership of onboarding and offboarding processes, including specific improvements you designed and shipped, not just executed. Experience managing benefits programs and working with a PEO, including direct vendor management and employee‑facing support. A track record of building documented, repeatable processes that hold up as headcount grows. The patience and clarity to field high volumes of employee questions, including ones that have a self‑service answer, without making people feel like a burden.

• Plus) Experience building or deploying AI tools or self‑service resources to handle common HR questions at scale.
• Plus) Prior experience in a high‑growth startup environment where the People team was lean and the work moved fast.