People Operations Manager

Summary

Join FlyFlat, a rapidly growing premium travel company, as their proactive People Operations Manager. You will build and maintain efficient systems for onboarding, training, documentation, and performance reviews, enabling leadership to focus on strategic growth. This role requires expertise in AI-powered process automation tools and strong communication skills. You will translate unstructured information into clear documentation, track employee progress, and improve internal processes. The ideal candidate has 3+ years of experience in people operations within a high-growth or remote-first environment and proficiency with Notion, Google Workspace, and automation tools. Location is remote, with a preference for candidates near Hyderabad.

Requirements

• 3+ years of experience in people operations, HR, or internal ops roles in a high-growth or remote-first environment
• Worked with a fast growing startup
• Demonstrated ability to design and implement internal systems at scale
• High proficiency with Notion, Google Workspace, and automation tools like Zapier
• Strong written communication and documentation skills
• Strong judgment, discretion, and interpersonal skills
• Comfort working with and building simple AI-powered tools to improve documentation and operations

Responsibilities

• Maintain and update our internal knowledge base (e.g., Notion, Google Docs, Connect Team)
• Translate unstructured inputs from leadership into clear, accessible documentation
• Identify and fill gaps in team-wide or role-specific documentation
• Create and version-control templates for SOPs, onboarding, and training
• Fully own the onboarding/offboarding lifecycle using Connect Team or equivalent tools
• Coordinate setup of accounts, welcome materials, and checklist-based onboarding
• Track onboarding step completion and chase blockers to reduce dependency on exec follow-ups
• Collect feedback at 1-week, 3-week, and exit stages to identify process gaps
• Maintain a live tracker of each new hire’s progress during training and shadowing phases
• Raise flags on delays, lack of clarity, or underperformance during ramp-up
• Update training content and documentation based on real-time feedback
• Coordinate scheduling and preparation of quarterly and annual performance reviews
• Maintain templates, timelines, and documentation of review outcomes
• Ensure consistent documentation and follow-up across teams and cycles
• Audit and clean up outdated documents and internal systems
• Maintain role maps, org charts, and SOP documentation
• Routinely check that internal processes match what’s documented—and update accordingly
• Survey all new hires post-onboarding to gather insights
• Turn common confusion points into revised documentation or process changes
• Coordinate short refresher sessions with team leads when process drift is detected
• Draft internal communications for process changes, onboarding messages, or reminders
• Maintain a clean org-wide calendar of performance cycles, onboarding start dates, etc
• Help structure async rituals (e.g., shout-outs, wins, onboarding intros)
• Conduct structured first-round interviews with candidates across roles to assess alignment, motivation, and role clarity
• Follow a consistent interview script aligned with the role’s expectations and hiring manager input
• Flag misalignments, red flags, or key strengths with clear summaries for next-stage reviewers
• Identify improvements to the interview process based on patterns in candidate performance or feedback