[Remote] People Operations Lead, AI Access Initiative

Note: The job is a remote job and is open to candidates in USA. Evidence Action is launching The AI Access Initiative, focused on leveraging AI to benefit people in poverty in low- and middle-income countries. The People Operations Lead will define and scale people operations, ensuring effective recruitment, talent management, and organizational design to support the mission.ResponsibilitiesOwn high-quality recruiting end-to-end, not coordinate it. Run every stage of the hiring process, in partnership with program teams: sourcing, pipeline development, structured assessment design, offer construction, and closeBuild pipelines before you need them. For senior and specialist roles, the best candidates aren’t applying, they’re being found. Develop sourcing strategies, maintain warm networks, and create visibility in markets where top talent is scarceDesign structured hiring processes with rigorous assessments. Ensure every role has identified key criteria, consistent evaluation criteria, and interview panels that are systematically testing for core criteria and cultural fitDesign creative processes to assess AI engagement in candidates, and maintain a picture of cutting edge fluency in tools and capabilitiesBuild hiring capacity in the organization. Coach hiring managers to be exceptional interviewers, give calibrated feedback, and make decisions efficiently. The quality of our hires is one of the most important drivers of organizational success , and you consistently raise the floorBuild and maintain high talent density: Help create a culture where excellence is recognized, and areas of growth are rapidly addressed. . Know who is performing at or above role expectations, who is developing, and who is at risk across the full team- and help managers move them up the performance ladder where neededTrain managers to have the conversations that matter. A performance system is only as good as the managers who use it. Build capability so that feedback is specific, timely, and usefulNavigate performance issues with good judgment. Coach leaders to navigate underperformance in a thoughtful and timely way, moving quickly from diagnosis to clear feedback to decisive action. Manage underperformance situations with accountability to the mission and team and care for the individualConnect talent insights to organizational planning. Succession and talent density work should inform headcount planning, L&D investment, and how we structure roles. Translate the talent picture into concrete decisionsOwn the cultural formation arc across the organization. From designing recruitment processes that select for values alignment, to shaping the formative first 90 days with deliberate cultural onboarding, to finding the recurring moments throughout an employee's tenure to reinforce our valuesSource and manage a PEO or EOR to handle employment contracts, salary administration, and benefits across multiple jurisdictionsDesign a performance system that drives growth and accountability, not one that checks a compliance box. Our performance approach should be something people find genuinely useful including a tool for honest conversations, meaningful development, and clear expectationsDesign onboarding that actually sets people up for success. The first 60–90 days in a role are critical. Build a structured onboarding experience that orientates new hires to the mission, their role, our values, the team, and what great performance looks likeBuild compensation frameworks that are equitable and defensible across geographies. We operate across LMICs and high-income country contexts. Develop a compensation philosophy and structure that is fair, transparent, and grounded in data and that we can explain to staffUse data to drive people decisions. Build and maintain the tools and dashboards that give you and leadership a clear picture of headcount, attrition, hiring velocity, compensation equity, and team healthEnsure compliance across operating jurisdictions. Understand the labor law landscape across our operating countries well enough to keep us compliant, or know exactly who to call when you need expert input. Employment risk is organizational riskChampion the strategic use of data, technology, and AI to strengthen people processes and outcomesBe brought in early on people decisions. Build credibility with leaders so that they consult you when they’re thinking through a hire, a team structure, or a difficult personnel situation, not once they’ve already decidedPush back when something doesn’t feel right. If a hire doesn’t align with what the structured process is telling us, say so. If a promotion decision is premature or a team restructure creates risks that haven’t been surfaced, name them. Delivering uncomfortable input is part of the jobHandle sensitive employee situations with discretion and judgment. Know when to escalate, when to resolve directly, and when to bring in external expertise. Protect the individual and the organization simultaneously, and never let a situation fester because it’s uncomfortableSkills5+ years in HR, people operations, or talent roles, with meaningful time spent in organizations that required you to build rather than inheritDemonstrated experience in full-cycle recruiting, including sourcing and closing senior hires in competitive or thin-talent marketsStrong analytical instincts; you build tools and analyze data yourself rather than waiting for a dedicated analystExperience working in or across low- and middle-income country contexts. You understand distributed workforce dynamics, labor law variability, compensation equity across geographies, and the cultural nuances of feedback and performance conversationsA track record of credibility with senior leaders. You've been brought in early, you've pushed back when it mattered, and you've been trusted with sensitive situationsComfort with ambiguity and fast iteration; able to adapt quickly, take initiative, and maintain focus on impactCuriosity and creativity with AI tools, including a testing mindset and eagerness to experiment with emerging technologies. Experience with coding or data analysis tools is a plusBalances high EQ, rigor, and strong throughput with the levity and humility to tackle hard problems in a diverse, collaborative teamBenefitsComprehensive benefits including international health careHSA/FSA optionsLife insuranceDisability coverageRetirement plans with a matching componentGenerous and flexible leave optionsOther employee perks on a reimbursement basisCompany OverviewEvidence Action reducing poverty and spurring growth in developing countries. It was founded in 2012, and is headquartered in Washington, District of Columbia, USA, with a workforce of 501-1000 employees. Its website is https://www.evidenceaction.org/.