We are hiring a Business Operations Manager to run the business of Cloud Operations and SRE, and to work 1:1 with the VP who leads it. One role, two halves that reinforce each other: you own how the org plans, reports and follows through, and you own the executive's time, attention and follow-through as a system you design and continuously improve. We are looking for someone who already runs their own stack of agents and automations, who treats "a human did this manually" as a bug, and who measures themselves by what moved forward - not by what got scheduled. If you have been the person on your team quietly building the workflows everyone else asks to borrow, read on. What This Role Actually Is - A business operations owner. You run the planning and reporting spine of the org: goals and OKRs, the roadmap, the cross-functional programs, and the metrics that say whether Cloud Operations and SRE are healthy. You know the numbers before anyone asks for them, and you chase down the ones that do not make sense. - A program driver. For initiatives that cross teams, you own the plan, the dependencies, the risks and the uncomfortable status update. Nobody should have to ask "what happened with that?" - An operator. You will run the operating cadence: staff meetings, business reviews, planning cycles, offsites. You will run these end to end: agenda, pre-reads, decisions captured, owners assigned, follow-ups driven to closure. - A force multiplier to the executive, not a filter. The executive support half of this job is a core part of it, not a legacy attachment. You will own the VP's calendar, inbox, travel and follow-through, and you will make decisions on their behalf inside clearly defined boundaries widening those boundaries as trust compounds. You understand what good looks like for implementing an agentic stack to be the filter, and the organizational change management necessary to drive the teams to that filter. - An org operations partner. Headcount and requisition tracking, hiring loops, onboarding that does not depend on tribal knowledge, team communications, and offsites you own outright. - An automation builder. Every recurring task you touch is a candidate for an agent. Weekly reports, status roll-ups, meeting prep briefs, inbox triage and drafting, travel logistics, expense reconciliation, doc hygiene - you build it once, monitor it, and move on to the next thing. Your job is to work yourself out of your own to-do list, repeatedly. There is plenty more to do after all of this is automated; it is why you are a force multiplier and an operator. - A judgment layer. Automation is cheap; taste is not. You will know which emails only the executive can answer, which meeting genuinely needs 60 minutes, which "urgent" request can wait until Thursday, and which agent output is subtly wrong and must never go out the door. Job requirements - 5 or more years in business operations, program management, chief-of-staff or senior executive support roles, including direct experience supporting a senior executive, and at least some of it in a fast-moving, high-ambiguity environment (startup, scale-up, or a team inside a larger company operating like one). - Genuinely AI-native. You use AI assistants and agentic tools every day, not occasionally. You can describe - in specifics - a workflow you automated, what broke, and how you fixed it. Prompting is not a party trick to you; it is how you work. Bonus points if you are well beyond prompting and operating with context and graph loop engineering. - Hands-on with agentic tooling. Personal AI agents and assistants for calendar, inbox and scheduling; general-purpose assistants (Claude, ChatGPT, Gemini) as daily drivers; and connective tissue between systems. You do not need to be an engineer. You do need to be unafraid of documentation and have a high level of taste. - The ability to run a cadence and a program. Agendas, pre-reads, decision logs, status that is honest when it is bad. You are comfortable holding senior people to commitments they made, in writing, in front of their peers. - Comfort with numbers. You can build a reporting roll-up, spot the metric that is lying, and explain a trend to leadership without dressing it up. - Judgment under incomplete information, or with swinging-door outcomes. You would rather make a reversible decision now than wait for permission. - Instinctive discretion. You will sit close to board material, compensation, org changes and unannounced strategy. This is table stakes. Nice to have: - You have built something small and useful with low-code tools - a script, a dashboard, a bot - because it was faster than asking. - You have run a planning or OKR cycle for a technical org and lived with the result. - You have been given scope beyond a traditional remit: a project, a budget, a vendor relationship, a team offsite you owned outright. - Experience in an org where AI adoption was a stated strategy, not a pilot. - Comfort with data infrastructure, energy, or high-growth technical businesses. - You have opinions about which tools are overrated. - You know how to speak clanker. What will make you unhappy here: - You want a stable, predictable week. - You prefer to be told exactly what to do. - You expect the executive-support half of this role to disappear once the operations half gets interesting. Both are the job. - "That's not my job" is in your vocabulary. Job responsibilities Business operations, programs and reporting - Own the operating cadence for Cloud Operations & SRE from staff meetings, business reviews, planning cycles and offsites - Drive cross-functional programs and initiatives to completion on behalf of the VP, tracking plans, dependencies, risks and status, and escalating early when something is off track. - Build and maintain leadership reporting: KPI and SLO roll-ups, dashboards, weekly status and business review packages and keep the underlying data trustworthy. - Run the goal setting and OKR cycle for the org: drafting, tracking and reporting against commitments. - Coordinate invoice management for the teams, including vendor tracking, approval workflows, payment follow-up and record keeping. Organisational and team operations - Track headcount and open requisitions, coordinate hiring loops and candidate scheduling, and own onboarding for new team members. - Maintain team records, distribution lists, organizational documents and shared files to ensure key information is accurate, accessible and well organised. - Own internal team communications, all hands content and team offsites end to end. - Support the processes and activities of the teams, applying judgment and discretion to identify operational needs, adapt to shifting priorities, and contribute directly to the effective management of the team's business operations. Executive support - Manage the complex calendar of the VP, Cloud Operations & SRE, including scheduling meetings, appointments, travel arrangements (domestic and international), and speaking engagements. - Organize and prepare for meetings by gathering documents, creating agendas, taking minutes, and coordinating logistics. - Act as a liaison between the teams and external parties, screening calls and visitors, answering inquiries with professionalism, and directing communications as needed. - Draft, review and send communications on behalf of the team as required. - Manage department credit cards, ensuring sufficient funds are available and receipts are logged accordingly. - Provide additional support to other departments, administrators or executives as needed. - Other duties as assigned by the company. Job benefits At IREN, we offer a highly competitive compensation package that includes base salary, annual performance incentives, and opportunities to build long-term wealth through equity programs. These offerings are part of our broader Total Rewards package, thoughtfully designed to support your health, well-being, and long-term success. Compensation - The expected base salary for this role USD $130,000 - $175,000/annum. - Actual compensation will be determined based on factors such as experience, qualifications, and market data for the region. - Total Compensation package may be inclusive of annual incentive bonus, equity (long-term incentive). - Relocation or Living-out-allowance / per diem (as appliable and based on successful candidate circumstances) Health & Wellness - 100% company paid health insurance premiums (medical, dental, and vision) for employees, 75% company paid coverage for dependents - Company-paid short-term and long-term disability insurance - Voluntary life, critical illness, and accident coverage available - Health Savings Accounts (HSA) - when combined with the High Deductible Health Plan - Employee Assistance Program and wellness resources Retirement & Financial Wealth - 401(k) retirement plan with company match - Access to financial planning and legal services Time Off & Leave Programs - Paid Time Off (PTO) and paid holidays Growth & Development - Internal skills training and advancement pathways - Professional development to support certifications, continuing education, or role related training Community & Culture - Company events and team-building activities We value diverse perspectives and believe that skills can be developed. If you're passionate about this role, we want to hear from you - whether you meet every criteria or not. Your unique experiences might be exactly what we need!