Manager, Humans Operations

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct‑to‑consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future. To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150 M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much‑needed change to the way people feed and care for their pets. #LongLiveDogs What We Stand For and Where You’ll Come In At The Farmer’s Dog, our Humans Operations function is responsible for making sure the fundamentals of the employee experience run accurately, consistently, and at scale. As Manager, Humans Operations, you will own and continuously improve the core operational practices that power the employee lifecycle, with clear accountability for accuracy, timeliness, compliance, and scalability. This role is designed as an operational leadership position, emphasizing ownership, rigor, and execution across the employee lifecycle. Reporting to the Director, People Operations, you will lead the Humans Operations (HOps) team and bring strategy to life through disciplined execution. This is a hands‑on operational leadership role for someone who thrives on ownership, operational rigor, and building durable processes that scale. One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically. We are skeptical about everything and precious about nothing: Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems. We consider the customer journey in all of our decisions: We know that no interaction exists in a silo and therefore understand how important every single one is. We ensure our strategy sets prospective and new customers up for success and drives long‑term retention. We answer questions and address problems early and proactively. We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically. We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience. We Are Focused and Work Without Assumption: We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time. How You'll Make An Impact Lead and Develop the Humans Operations Group Lead, manage, and mentor the Humans Operations (HOps) team, setting clear expectations for accuracy, timeliness, and compliance. Drive a culture of accountability, operational rigor, and service orientation, with clear ownership and follow‑through. Provide day‑to‑day direction and prioritization to ensure work is executed consistently and sustainably. Own Operational Execution & Quality Own the execution and quality of employee lifecycle transactions (e.g., onboarding, job changes, offboarding, leaves) in Workday and related systems. Establish and maintain clear operational standards for throughput, quality, and documentation. Monitor operational health (e.g., backlog, error trends, cycle time) and proactively address risks and breakdowns. Lead and Improve Core Humans Operations Lead the team in documenting, maintaining, and continuously improving operational processes, with a focus on reducing errors, increasing clarity, and improving scalability. Own resolution of operational issues end to end, including root cause analysis, decision‑making, escalation, and follow‑through. Partner closely with HRIS and other Humans and cross‑functional partners to ensure operational needs are clearly translated into system requirements and supported by clean configuration. Drive Cross‑Functional Execution and Enablement Execute and maintain scalable operational processes aligned with Humans team programs and priorities. Partner closely with cross‑functional teams across Humans (Total Rewards, Talent Acquisition, People Analytics, HRBPs) and internal partners (IT, Cybersecurity, Finance, Legal) to ensure operational readiness and smooth execution. Own operational inputs into the Humans team budget process, including spend tracking, documentation, and variance identification. Champion Compliance, Data Integrity, and Governance Own audit‑ready documentation, controls, and file management practices, ensuring consistency, traceability, and readiness at all times. Execute and monitor labor law compliance processes, escalating risks early and partnering on remediation when gaps are identified. Partner with Legal, Finance, and other teams to support audits, employment documentation, and compliance record keeping while balancing risk management with operational agility. We're Excited About You Because You bring 8+ years of HR experience, including 2+ years leading HR Operations teams with clear accountability for operational outcomes. You have owned high‑volume, detail‑sensitive operational work and take pride in getting the fundamentals right. You have led teams to deliver accurate, timely, and compliant results, using metrics and feedback loops to drive continuous improvement. You are comfortable making judgment calls, setting priorities, and enforcing standards in fast‑moving environments. You have supported or partnered closely on compliance initiatives such as SOX, SOC2, or ISO audits. You have 2+ years of hands‑on experience with Workday and can clearly articulate process flows and system dependencies. You bring strong project management skills and experience driving initiatives across multiple stakeholders and timelines. You have experience with Notion, Tilt, Google Suite, Slack preferred. You are a builder at heart, energized by improving and scaling operational systems. You’re a clear communicator who can distill complexity into decisive action. Office Guidelines We are an in‑office culture, made of in‑office people who thrive on the collaboration and magnetism of working in a shared space. We are seeking individuals who excel in this type of environment, where being present fosters deeper connections and engagement. Our Belonging Philosophy: At TFD, we believe Belonging is a shared commitment to creating a workplace where every person feels respected, valued, and empowered to be themselves. When people feel a true sense of belonging, they do their best work, take smart risks, and bring forward diverse perspectives — leading to stronger decisions and deeper relationships. We anchor this belief in a simple phrase: “Everyone’s welcome at the dog park.” No matter your background, identity, or role, there’s space for you here. There’s no one way to show up at the dog park— just shared space, mutual respect, and the freedom to be yourself. Being included is just the beginning, it’s about contributing your voice, growing through challenges, and building trust through shared goals. This philosophy guides how we lead, how we hire, how we communicate, and how we grow. Together, these efforts reflect what Belonging means at TFD: a culture where everyone can thrive. Equal Employment Opportunity Statement The Farmer’s Dog, Inc. is an equal employment opportunity employer and does not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religion, creed, national origin, physical or mental disability, protected veteran status or any other legally protected characteristic or status. For more information, please visit Know Your Rights. Reasonable Accommodations TFD complies with applicable federal, state, and local disability laws and makes reasonable accommodations for applicants and employees with disabilities. If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact View email address on click.appcast.io . We're Here to Help We’re happy to answer any questions you may have about the position or our hiring process – please reach out at View email address on click.appcast.io . Compensation We commit to building a competitive compensation package and company environment for all individuals to thrive. We believe in competitive base compensation rooted in location specific market data and performance along with equity ownership in the company that allows every team member to build their personal wealth as the company grows, just as much as we believe in fostering a culture that supports our team members personally, professionally, and holistically. For this role the anticipated hiring base compensation range is USD annual and the compensation offered will include a robust market competitive package of base and equity. In addition to your base compensation offer you will also receive equity ownership in the company. More information about the value of this equity will be shared at the time of offer. This range is representative of NYC Market Data if you are applying to this role outside of the NYC area the range may change. NYC Pay Range

$120,000 - $140,000 USD

#J-18808-Ljbffr The Farmer's Dog