People Experience Manager

This is a fully remote role within the United States. The People Experience Manager adds the secret sauce for every person who joins, making sure the people working to fix healthcare's biggest problems actually love where they work. You will own employee engagement, culture-building, company events, and the connective tissue that turns a remote company of 200 people into a community. This means everything from planning company summits and virtual events to running the buddy program for new hires, producing the quarterly people newsletter, and building recognition and stipend programs that make people feel special. You’ll also carry a set of people operations responsibilities that are essential to keeping the employee lifecycle running, spanning compliance, onboarding, and vendor operations. You will report directly to the Senior Director of People. RESPONSIBILITIES: EMPLOYEE EXPERIENCE & ENGAGEMENT - Company summits: own planning, coordination, logistics, and vendor management. - Virtual company events: plan and run 2+ virtual events per year - Recognition programs: design and run structured recognition — peer-to-peer, milestone celebrations, and creative moments that go beyond a birthday slide - Rewards and prizes: coordinate gift cards, swag codes, raffle prizes, and other engagement incentives throughout the year - End-of-year gifts: select, order, and distribute annual gifts and letters to employees (SwagUp, vendor coordination) - Employer branding: build out TQ’s employer brand presence (early-stage initiative) INTERNAL COMMUNICATIONS EXECUTION - Quarterly People Ops newsletter: create and distribute the newsletter via Figma - Slack communications: announce new hires, post announcements, triage and manage #dept_people NEW HIRE EXPERIENCE (WARMTH & CONNECTION) - Welcome session coordination: schedule and run new hire welcome meetings (Tuesdays) - New hire happy hours: organize virtual happy hours for each new hire cohort - Buddy program: pair new hires with buddies, maintain the Notion page and deck, track participation, own #tq_buddies Slack channel PEOPLE OPERATIONS - I-9 verification: complete Section 2 for new hires within 3 business days of start - Scanned mail processing: receive, triage, and file physical mail — state agency correspondence, tax registrations, finance items. Maintain the time-sensitive mail tracker - 1099 contractor mail and filing: organize correspondence into annual folders, coordinate with finance - Contractor onboarding: own the process for hourly contractor requests and onboarding - Easy Llama trainings: assign, update, and ensure completion of required compliance trainings - Workplace posters: update and store workplace posters in company Drive STIPENDS & VENDOR OPERATIONS - Co-working stipend administration: validate WeWork requests, assign seats, manage the WeWork portal, audit usage semi-annually - L&D stipend admin: answer employee questions, maintain the spreadsheet, send weekly approval emails - Desk budget refresh: add 4-year tenured employees to the home office refresh program quarterly - Swag vendor management (SwagUp): ensure new hire packs ship on time and inventory is stocked - TQ Swag Store coupons (Square): manage coupon code creation and maintain the running list WHAT YOU COLLABORATE ON: - Onboarding: the Sr. People Ops Manager owns the systems and process; you own the human touch (welcome sessions, buddy program, happy hours). - Company comms: you craft and create; the Sr. People Partner and the Sr. Director of People set the strategy and cadence. For domain-specific comms (e.g., company summit updates), you own the full loop. - Engagement survey: the Sr. People Partner owns the survey and analysis. You support by building results decks and helping communicate findings to departments, SLT, and managers. - New Grad Program: the Sr. People Ops Manager owns the strategy and structure. You contribute the engagement and experience layer, the same way you would for any cohort of new h