About the role

That growth has outpaced the systems underneath it. The processes and infrastructure that got us to this point won't carry us to a global, multi-hundred-person company, and we need someone to build what comes next. This role is about creating the operational backbone that makes Gamma feel like a great place to work at every stage of the employee lifecycle, anywhere in the world.

We're an AI company, and we expect our internal operations to reflect that. The person in this role won't just implement people systems - they'll build workflows that are AI-native from day one: automating what should be automated, using AI to surface insights from people data, and designing processes that get smarter over time. You don't need to know everything about AI today, but you need to move quickly, learn by doing, and have a natural instinct to reach for AI when you see a manual process.

You'll own the operational core of the People function: our HRIS and people systems, employee lifecycle (onboarding through off-boarding), performance infrastructure, compliance, benefits, and employee data. You'll also serve as a hands-on partner to functional leads and people managers across the company - the person they go to for org health, coaching, and navigating people challenges day-to-day. You will own everything that makes the engine run, and you'll have deep strategic partnership with the Head of People to build it excellently from the jump.

This is the first dedicated People Ops hire at Gamma. If you're the kind of person who'd rather build the system than inherit one, this is the role.

Our team has a strong in-office culture and works in person 4-5 days per week in San Francisco. We love working together to stay creative and connected, with flexibility to work from home when focus matters most.

What you'll do
Systems & Infrastructure

• Evaluate our current people tech stack end-to-end: assess HRIS options, identify gaps and redundancies, and make a recommendation on what we implement as we scale
• Own the implementation of the selected HRIS across payroll, IT, onboarding, reporting, and employee records
• Continuously optimize our broader people tech stack with a bias toward automation, AI-powered workflows, and low-friction tools - if a process can be handled by an AI agent or workflow, it should be
• Own our employee data infrastructure, reporting, and analytics, and use AI to move from reactive reporting to proactive insights
• Build internal tools and automations (using AI, Zapier, scripts, whatever works) that give managers self-service access to the information and workflows they need

Employee Lifecycle

• Design and run a world-class onboarding experience from offer accept through first 90 days - leveraging AI to personalize the experience and reduce the manual coordination load
• Own off-boarding end-to-end - clean, compliant, and thoughtful
• Build scalable processes for a distributed, international workforce - with a strong default toward automation over headcount

Performance & Development

• Stand up and run our performance review cycles - from system configuration to manager calibration
• Build the infrastructure for ongoing coaching and performance management (frameworks, templates, manager guidance)
• Partner with managers on employee development conversations and performance concerns

People Partnering

• Serve as the day-to-day people partner for functional leads and people managers - attending team meetings, advising on org health, flagging risks early
• Help managers become better managers through lightweight coaching and just-in-time support
• The Head of People holds the direct partnership with the CEO and co-founders; you'll partner with the broader leadership team and support managers across the org

What you'll bring

• 6-9+ years of experience, with meaningful time in People Ops or HR at a high-growth tech company. We're also very open to people who started in consulting, strategy, or business operations and moved into the People function - if you bring structured thinking and have built real people ops infrastructure, we care about that more than a linear HR career path
• Comfortable in ambiguity - you figure things out without a lot of hand-holding
• Operationally rigorous and detail-oriented, but knows when to ship 80% and iterate
• Experience evaluating and selecting HRIS platforms (Rippling, Workday, BambooHR, etc.) - you've led a selection process, not just inherited a system
• You've built processes from scratch - not just inherited and maintained them
• Strong enough with data to build your own reports and spot what matters
• You move fast with new tools, especially AI. You don't need to be an expert today, but you should be the kind of person who sees a new AI capability and immediately thinks "how can I use this to solve a problem I have right now?" - and then actually builds it that week, not that quarter
• Low tolerance for repetitive manual work. Your instinct is to automate, and you have the resourcefulness to do it yourself - whether that's with AI tools, no-code platforms, scripts, or whatever gets the job done
• You prefer building to maintaining, and you're energized (not daunted) by the idea of being the first person in this seat

Compensation range:

The base salary for this full-time position, which spans multiple internal levels depending on qualifications, ranges between $200K - $250K plus benefits & equity.

Final offer amounts are determined by multiple factors, including but not limited to experience and expertise in the requirements listed above.

If you're interested in this role but you don't meet every requirement, we encourage you to apply anyway! We're always excited about meeting great people.