People ops that runs without you.

Built on your HRIS – not around it.

We run onboarding, offboarding, payroll readiness, benefits, compliance, and a ticket desk with published SLAs. Flat monthly retainer. No Slack fires.

Who this is for.

Lean people ops teams that
want reliable execution, not
more tickets.

Multi-state employers
navigating audits, filings,
and changing rules.

Operators and finance
leaders who want
predictable cycles
and fewer surprises.

What we run.

The recurring cycles that keep your people systems stable. Standardized and measured.

Onboarding and offboarding: New hires arrive day-one ready. Exits are clean and coordinated.

Compliance and records: Policy updates, filings, audits, leave tracking, and a visible compliance cadence.

Benefits: Enrollments, life events, carrier changes, renewals, and reconciliation that cuts cost creep.

Payroll: Gross-to-net readiness, audits, calendars, and issue triage so payroll stays quiet.

Help desk: Clear intake, fast first response, and satisfaction turned into monthly insights.

Program operations: Reviews, recognition, wellness, and learning programs that actually complete.

Talent operations: Interview coordination, job posting hygiene, offer workflows, and ATS maintenance.

HRIS administration: Provisioning, security, approval flows, and data quality checks.

Why it matters.

What it costs to leave this unmanaged:
  • A payroll error after the fact: weeks of cleanup, penalties, broken trust
  • A compliance filing missed: fines, attorney involvement, audit exposure
  • An onboarding gap: new hire's first week is chaotic — shows up in 90-day retention
  • A founder spending 8+ hrs/week on people admin: that time belongs somewhere else

We close these gaps. Systematically.

How we run it.

  • 1
    Stand up

    Intake channels, response targets, roles, and escalation paths.

  • 2
    Stabilize

    Fix failure points, document the runbook, align calendars.

  • 3
    Operate

    Run cycles on time, publish monthly reviews, call out risk early.

  • 4
    Improve

    Remove manual work, roll out small fixes, raise the standard.

What good feels like.

Managers stop chasing answers.

Month-end closes run like a drill.

Employees get answers in hours, not days.

The audit trail makes sense.

If your people ops keeps breaking down, it's often a system problem before it's an execution problem. We'll tell you which one it is on the first call.

See what we'd take off your plate

20 minutes. We'll map exactly what we'd own, what you'd keep, and what it costs.

FAQs.

What is Managed People Ops, exactly?

Who is Managed People Ops for?

We don’t have an HR team. Can you be our whole People Ops function?

We already have an HR/People person. Do you replace them or support them?

How do you handle recruiting without being a recruiting agency?

Will you handle employee relations issues?

What day-to-day work do you actually take off our plate?

Do you process payroll?

How do you handle compliance if you’re not a law firm?

What kinds of companies benefit most from Managed People Ops?

How is Managed People Ops priced?