People Operations Manager

About San Francisco Compute San Francisco Compute exists to give ambitious teams large scale supercomputers without taking on a catastrophic balance sheet risk. Most GPU clouds force you to sign long term contracts with no way out. If you underbuy, you miss the window. If you overbuy, you’ll blow up with no way out. It’s a desperate gamble that San Francisco Compute does not force you to play. Originally, SFC was an AI lab that bought too big of a GPU cluster and was forced to sublease it or go under. Today, we build data centers, supercomputers, and then lease those machines on contracts that let our customers sublease. More than anyone else in the industry, we deeply felt the pain and fear of being forced to bet the farm with your neocloud vendor. To make it possible to sublease, we invented the first compute market and became the first one to offer physical settlement. That means we operate GPU clusters like a neocloud and derisk our customers like a market. Customers buying GPU clusters don’t want to work through a network of brokers. They want to transact with the folks that have the keys to the cluster and can own the SLA. To keep the industry safe from unnecessary risk, SFC needs to scale fast. To do that, we serve financially motivated parties as a technical partner to build, operate, & lease supercomputers on their behalf. Basically, we help folks who want an economic return build GPU clusters on their balance sheet, but operated in full by us. That allows us to retain the technical control needed to operate a cloud, but scale fast like a market. SFC’s ability to offer subleasing can significantly increase the levered returns for cluster owners. Our hybrid model out-performs brokered contracts or other “compute markets”, who have to go through a network of counterparties to solve problems. It also lets us design custom solutions for our customers, like clusters deployed in regions next to your dataset or physical eval set or a large CPU fleet deployed colocated with your GPU cluster. Our team includes senior & technical leadership from places like Lambda, Crusoe, Digital Ocean, AWS, and Hut8. Our CTO is the cofounder and former CEO of Voltage Park. In prior roles, our team has deployed 8GW of datacenter capacity & hundreds of thousands of GPUs. We’ve been described as having “the highest talent density in the space.” If you are an honorable, gritty person with eyes wide open & good epistemics, who wants to see AI go right, we’d love to work with you. There has never been a more critical moment in history and it is up to us to shape it on behalf of those who come after us. About the Role SF Compute is looking for a People Operations Manager to build and own the operational backbone of our People function. We're a fast-growing infrastructure company (currently 56 employees and growing), and up to now, HR operations has been split between an outsourced vendor and team members stretching outside their core roles to fill gaps. That's no longer sustainable at our scale. You’ll be the first dedicated owner of People Operations at SF Compute starting with a focused sprint to bring vendor-managed HR operations fully in-house within your first 30-45 days, then building the systems, processes, and programs that let our People function scale alongside the company. You’ll partner closely with our Recruiter and Office Manager (who've been carrying this work) and report to our People Lead, with real latitude to shape how this function runs. This role suits someone who's genuinely energized by ambiguity who'd rather diagnose a messy situation and build the right process than inherit a polished one and maintain it. You'll be trusted to exercise judgment, elevate what needs escalating, and make the call on what to keep versus rebuild. We're a lean team in a fast-evolving company, so the scope of this role will keep expanding alongside it; this description is a starting point, not a ceiling. This role is located in our SF office and has the opportunity for hybrid work from home with a minimum of three days a week in the office. A Note on Growth Mindset The person who thrives here won't have done this exact job before because at this stage, this exact job doesn't really exist yet anywhere else. What matters more than a perfect resume match is whether you're the kind of person who gets energy from an undefined problem, builds the plane while flying it responsibly, and treats "I don't know yet, but here's how I'll find out" as a completely acceptable answer in week one. If you read this and thought "I can figure that out" rather than "I'd need a playbook first," that's the signal we're looking for. Responsibilities Own the transition of outsourced HR operations in-house, stabilizing day-to-day support (onboarding paperwork, benefits, employee inquiries, etc) within the first 30-45 days Own and evolve our HRIS (currently Gusto) integrations, data integrity across HR systems, ensuring it stays accurate and scalable as we grow, and periodically assessing whether it still fits, coordinating with Accounting and Finance on payroll cycles. Identify current and future opportunities for automation and scaling Own and continuously improve onboarding and offboarding; offer acceptance through onboarding, ensuring preboarding, new-hire documentation, employee records, benefits including 401K, and day-one readiness are coordinated; final pay and offboarding logistics compliant. Administer open enrollment and manage our benefits broker relationship directly Handle sensitive leave situations (CFRA, PDL, ADA interactive process) with discretion and rigor Build lightweight, startup-appropriate programs over time from manager training to employee engagement as the function matures Bring an operational lens to People decisions, surfacing risks, dependencies, and tradeoffs early, and helping leadership navigate complex situations with sound judgment Use data and operational insights to catch issues early and improve programs, building just enough reporting and process to operate proactively rather than reactively You may be a good fit if you have 6+ years of HR generalist or People Operations experience, including time in a lean function (1-3 people) at a company under ~150 employees Full ownership experience with an HRIS platform: payroll, integrations, permissions, data integrity not just end-user familiarity A track record of stabilizing an operational function quickly after joining a company, ideally from an undocumented or loosely-defined starting point Working knowledge of California employment law (FEHA, CFRA/PFL, exempt classification, final pay) sufficient to recognize risk and know when to escalate Experience owning benefits administration and leave management directly, including sensitive or confidential situations A bias toward building rather than maintaining: you can point to something you built from scratch and owned end-to-end, HR-related or not Comfort using data to spot problems and inform decisions: you don't need a BI background, but you notice when the numbers are telling you something Strong candidates may also Have partnered with leadership on employee relations matters and performance management processes, escalating complex or high-risk situations appropriately Have designed or overhauled a performance review cycle Have worked in a technical, engineering-heavy, or infrastructure-focused company before Have direct hands-on experience with Gusto specifically Benefits Generous equity grant Team members are offered a competitive salary along with equity in the company Visa Sponsorships Yes, we sponsor visas and work permits Retirement matching We match 401(k) plans up to 4% Medical, dental & vision We offer competitive medical, dental, vision insurance for employees and dependents and cover 100% of premiums Time off We offer unlimited paid time off as well as 10+ observed holidays Parental leave We offer biological, adoptive, and foster parents paid time off to spend quality time with family Daily lunch We cover lunch daily for employees Unlimited office book budget You can buy as many books for the office as you want The San Francisco Compute Company is committed to maintaining a workplace free from discrimination and harassment. We make employment decisions based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, belief, national origin, social or ethical origin, age, physical, mental, or sensory disability, sexual orientation, gender identity or expression, marital status, civil union or domestic partnership status, past or present military service, HIV status, family medical history or genetic information, family or parental status including pregnancy, or any other status protected by law. We welcome the opportunity to consider qualified applicants with prior arrest or conviction records. Our commitment to diversity includes hiring talented individuals regardless of their criminal history, in accordance with local, state, and federal laws, including San Francisco’s Fair Chance Ordinance and California’s ban‑the‑box laws. #J-18808-Ljbffr sfcompute