TL;DR - 

Trainual is hiring a Senior People Ops Generalist (HR). This role is for a rare kind of operator: a Total Rewards + Systems + Compliance brain who loves clean data, tight processes, and making the complicated feel easy for humans. If you get a little dopamine hit from reconciling PTO accurately, building comp bands that make sense, and launching HR systems the right way… welcome.

Trainual is a team of 100+ wildly talented humans obsessed with training and accountability. And while our team members come with diverse experiences, we’re united by our passion for making ideas happen. We launched our training & knowledge management software in 2018, and today, thousands of companies in nearly every industry use Trainual to document what they do and how they do it. And internally? We “dogfood” our product hard — we’re aiming to build the gold standard internal Trainual account.

You’ll be the engine behind our People Operations “machine”: comp + benefits + payroll + HRIS + compliance + programs — with room to influence strategy and scale how we run People at Trainual.

What you’ll own & improve 

1) Total Rewards Pro (Comp, Benefits, Payroll)

• Run our annual compensation benchmarking and propose band updates.

• Conduct compensation analysis to ensure equity and pay parity.

• Be our benefits expert: partner with broker/carriers to lower costs, improve offerings, and pass savings along to the team. Run open enrollment and be the first to jump in to triage employee questions.

• Run payroll and contractor payments (with support from Finance).

• Manage reimbursements and employee programs (experience funds, healthcare reimbursements, etc.).

2) Systems & Data (HRIS implementation)

• Lead an HRIS & payroll implementation (must-have experience) and own HRIS ongoing.

• Own employee data end-to-end with a “100% accuracy” mentality.

• Support process improvements by leveraging Trainual (document policies, workflows, and internal training).

• ….and potentially lead a 401k transition.

3) Compliance + Risk  

• Handle compliance audits and policy maintenance.

• Be the People Ops point of contact for SOC 2 (documentation, evidence gathering, process alignment).

• Manage leave administration, PTO reconciliation, QLEs, and all employee data changes.

• Review/send contracts (offer letters, vendor agreements) and liaise with legal as needed.

• First line of defense on employee relations and investigations (if/when they come up).

4) Pops Program Manager (engagement + performance cycles)

• Facilitate engagement surveys and performance cycles from the operational side:

  • timelines, systems, tracking, analysis

• Partner with VP of People Ops to turn insights into leader action plans (you’ll help power the “so what?”).

• Own our own internal Trainual account to ensure we are leveraging our tool to positively impact employee experience, training, and development. 

How success is measured

• Payroll, benefits, and employee data accuracy (clean, on-time, trusted)

• Audit readiness (SOC2 + compliance = organized, documented, low-drama)

• Implementation success (HRIS + 401(k) launched on time with strong adoption)

• Compensation outcomes (benchmarking completed, bands updated thoughtfully, equity risks identified early)

• Cycle execution (engagement + performance cycles run smoothly + insights delivered)

• Employee experience (employees get clear answers fast; leaders trust the process)

You’ll love this role if…

• You’re obsessively detail-oriented (in the best way). Nothing slips.

• You actually like comp, benefits, payroll, and the analytics side of HR.

• You can explain benefits or compliance in a way that doesn’t make people’s eyes glaze over.

• You’re comfortable being the first person employees come to — and you handle sensitive things with calm, care, and confidentiality.

• You care about the business: you understand how People programs impact retention, performance, and execution.

• You’re a “systems thinker” who sees messy processes as a fun challenge. You’re excited to use Trainual internally — documenting policies, building training, and driving adoption like we’re our own best customer.

What you already know / bring

• ~5+ years in HR / People Ops / HR Ops / Payroll / Total Rewards (startup or high-growth preferred). Must-have: led an HRIS and/or payroll implementation (or similar systems rollout).

• Strong analytical chops (equity analysis, benchmarking, reporting).

• Bonus: passion for people analytics, dashboards, and trend storytelling. You might be:

  • an HR pro who loves the numbers side, or

  • a payroll/accounting-leaning operator who wants to sit closer to People Ops.

What you’ll get support on

• Strategic partnership and priority-setting from Sasha (VP People Ops)

• Payroll collaboration and guidance from Kelsey + the Accounting team

• Space to influence big levers: compensation strategy, performance philosophy, and data-driven org improvements

• A team that will actually use what you build (because we value clarity and accountability)

Why we’re hiring

My right hand for the last 5 years just stepped into her first Head of People role at a local early-stage startup (proud of her… also, help 😅). And we just rolled off of our PEO. This is our moment to upgrade how we scale People Ops — with an operator who can run the fundamentals flawlessly and help evolve the strategy.

About the team

This role reports to our VP of People Ops, Sasha Robinson. With dotted line guidance from VP of Finance, Kelsey Curzon. We’re sure you've noticed by now - this role is highly collaborative and will work closely with both the People and Finance teams. You’ll also partner across the company with leaders and individual contributors! 

Compensation

The base salary range for this role is $100-$120k and will be determined based on relevant experience to this role in our industry. It also includes stock options, benefits, and all of our brag-worthy culture perks.

Location

This role is in our Tempe office 4-5 days a week. That said: have an appointment, a contractor at home, want to work remotely for a couple weeks in the summer? Cool. The default is in-person, but in the spirit of No Red Tape, we’ll make flexibility work.

Ready to apply?

If you’re the kind of person who can run HR systems like a well-oiled machine, make total rewards feel human, and keep us audit-ready without breaking a sweat — we should talk.