About Mixpanel
Mixpanel is the leading product intelligence and analytics platform, trusted by more than 29,000 companies to help understand how people use the products they build. By combining powerful analytics with AI that knows your business, Mixpanel helps teams see what’s working, diagnose what’s not, and decide what to build next. Learn more at mixpanel.com.
About the Team
The People Operations team owns the systems, processes, and programs that make the employee lifecycle run — from day one through every transition in between. We believe that clean data, simple workflows, and well-designed technology are what let the rest of the People & Talent function do its best work.
About the Role
We're looking for a People Operations Manager who can look at a messy, ambiguous problem and turn it into a clear plan — then execute it. Day-to-day, you'll own our HR technology stack, lead process transformation across the employee lifecycle, and serve as the go-to partner for Payroll, IT, Legal, and the broader People & Talent team when something needs to be built, fixed, or rethought. You'll work directly with vendors, HRBPs, and leadership to make sure our operations are scalable, compliant, and actually simple to use. In the first year, success means moving us from where we are to where we should be: better-configured systems, documented processes, and a team that trusts what's in our tools.
Responsibilities
- Lead HR operations programs end-to-end — define scope, owners, milestones, risks, and success measures, often starting from an undefined brief.
- Serve as the primary functional owner for core People technology platforms (e.g., HRIS, ATS, LMS, performance tools), including configuration, upgrades, and feature evaluation.
- Lead technology deployments, platform conversions, and module rollouts, coordinating across IT, HRIS, and vendor teams.
- Research and benchmark HR technology trends to build and maintain a People tech roadmap that supports scale.
- Apply AI and emerging tools to improve how the broader People Operations function works — not just your own workflow.
- Establish and enforce data governance standards across HR systems to ensure accuracy, consistency, and audit readiness.
- Design and implement a tiered HR support model with clear ownership, escalation paths, and defined service levels.
- Map current-state and future-state workflows across People, Payroll, Finance, and IT to reduce manual work and maximize automation.
- Author and maintain the SOP and documentation library at a function level — consistent, audit-ready, and accessible across the team.
- Own end-to-end compliance for higher-risk programs including I-9/E-Verify, records retention, and system access auditing.
- Monitor employment law and data privacy developments and translate changes into compliant system configurations and workflows.
- Manage relationships with external partners, including EOR providers and software vendors, and lead escalations and accountability conversations directly.
- Facilitate alignment among diverse stakeholders — from managers to HR leadership — adapting communication style and detail level to the audience.
We're Looking For Someone Who Has
- Owned People Operations programs in a high-growth technology environment, including navigating ambiguity and building structure where little existed before.
- Served as a functional owner or administrator for HR platforms such as an HRIS, ATS, or LMS — including configuration, rollouts, and cross-functional coordination with IT and vendors.
- Built or contributed to a People technology roadmap, including evaluating tools, benchmarking options, and making a case to leadership for investment decisions.
- Documented and redesigned people processes across the full employee lifecycle, with a track record of reducing manual steps and improving the experience for employees and operators.
- Influenced cross-functional partners — in Payroll, Finance, IT, or Legal — to adopt new workflows or ways of working, without direct authority over those teams.
- Applied structured project management practices to multi-stakeholder initiatives: clear plans, tracked dependencies, proactive risk communication, and executive-ready status updates.
- Established or enforced data governance standards in HR systems, including data quality audits, mass change approvals, and corrective action with multiple teams.
- Managed compliance programs (such as I-9/E-Verify, records retention, or data privacy requirements) with a proactive approach — building audits and controls before issues surface.
- Communicated clearly and directly across levels — from frontline employees to leadership — and adapted the message without losing the substance.
Bonus Points For
- Experience with Paylocity, Lattice, or ChartHop specifically, or a documented history of migrating between major HR platforms.
- Familiarity with employer-of-record (EOR) models and the operational complexity of a distributed, global workforce.
- Experience building or refining a tiered HR service model (self-service through HRIS escalation).
- Applied use of AI tools to redesign team workflows, not just individual productivity.
Compensation
The amount listed below is the total target cash compensation (TTCC) and includes base compensation and variable compensation in the form of either a company bonus or commissions. Variable compensation type is determined by your role and level. In addition to the cash compensation provided, this position is also eligible for equity consideration and other benefits including medical, vision, and dental insurance coverage. You can view our benefits offerings here.
Our salary ranges are determined by role and level and are benchmarked to the SF Bay Area Technology data cut released by Radford, a global compensation database. The range displayed represents the minimum and maximum TTCC for new hire salaries for the position across all of our US locations. To stay on top of market conditions, we refresh our salary ranges twice a year so these ranges may change in the future. Within the range, individual pay is determined by experience, job-related skills, qualifications, and other factors. If you have questions about the specific range, your recruiter can share this information.
Mixpanel Compensation Range
$153,000—$207,000 USD
Benefits and Perks
- Comprehensive Medical, Vision, and Dental Care
- Mental Wellness Benefit
- Generous Vacation Policy & Additional Company Holidays
- Enhanced Parental Leave
- Volunteer Time Off
- Additional US Benefits: Pre-Tax Benefits including 401(K), Wellness Benefit, Holiday Break
*please note that benefits and perks for contract positions will vary*
Culture Values
- Make Bold Bets: We choose courageous action over comfortable progress.
- Innovate with Insight: We tackle decisions with rigor and judgment - combining data, experience and collective wisdom to drive powerful outcomes.
- One Team: We collaborate across boundaries to achieve far greater impact than any of us could accomplish alone.
- Candor with Connection: We build meaningful relationships that enable honest feedback and direct conversations.
- Champion the Customer: We seek to deeply understand our customers’ needs, ensuring their success is our north star.
- Powerful Simplicity: We find elegant solutions to complex problems, making sophisticated things accessible.
Why choose Mixpanel?
We’re a leader in analytics with over 9,000 customers and $277M invested from prominent investors: like Andreessen-Horowitz, Sequoia, YC, and, most recently, Bain Capital. Mixpanel’s pioneering event-based data analytics platform offers a powerful yet simple solution for companies to understand user behaviors and easily track overarching company success metrics. Our accomplished teams continuously facilitate our expansion by tackling the ever-evolving challenges tied to scaling, reliability, design, and service. Choosing to work at Mixpanel means you’ll be helping the world’s most innovative companies learn from their data so they can make better decisions.
Mixpanel is an equal opportunity employer supporting workforce diversity. At Mixpanel, we are focused on things that really matter—our people, our customers, our partners—out of a recognition that those relationships are the most valuable assets we have. We actively encourage women, people with disabilities, veterans, underrepresented minorities, and LGBTQ+ people to apply. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity or expression, sexual orientation, age, marital status, veteran status, or disability status. Pursuant to the San Francisco Fair Chance Ordinance or other similar laws that may be applicable, we will consider for employment qualified applicants with arrest and conviction records. We’ve immersed ourselves in our Culture and Values as our guiding principles for the impact we want to have and the future we are building.
