About the Role
Cohere is the leading security-first enterprise AI company, building cutting-edge foundation AI models and end-to-end products designed to solve real-world business problems. We’re training and deploying frontier models for enterprises who are building AI systems. We believe that our work is instrumental to the widespread adoption of AI. Cohere is a global technology company co-headquartered in Toronto and San Francisco, with key offices in London, New York City, Montreal, Seoul, Germany and Paris. Our mission is to scale intelligence to serve humanity. We obsess over what we build. Each one of us is responsible for contributing to increasing the capabilities of our models and the value they drive for our customers. We like to work hard and move fast to do what's best for our customers. We're hiring a People Operations Manager to own our People data and the reporting built on top of it, alongside a slice of the operational work that generates it. Cohere is scaling fast and leadership needs numbers they can trust. Today those numbers take too long to produce and they don't always agree with each other. Reporting is only as good as the data underneath it, which is why this role runs real processes as well as reporting on them. This is a hands-on building role. You will own headcount, attrition and cost reporting, define what our metrics actually mean, and own benefits administration and employee records end to end. You will own the answer, not just the spreadsheet. A useful lens; this role means nobody has to debate whose number is right. You'll join a small HR Operations team during our Rippling implementation, which means greenfield opportunity and real influence over how our data is structured for the next few years.
Responsibilities
- Own headcount, attrition and people cost reporting end to end
- Build the exec and board level reporting our leadership relies on
- Define what our metrics mean, rather than producing whatever is asked for
- Reconcile People and Finance headcount, and keep them reconciled
- Clean up the taxonomies that make reporting unreliable, starting with termination reasons
- Chase the data quality problems nobody has asked you to chase
- Build the checks that stop bad data entering in the first place
- Own our employee data model, definitions and governance
- Work with the HRIS team so the system supports the reporting we need
- Push and challenge current systems to meet your data vision
- Own US and global benefits administration, renewal cycles and open enrolment
- Own employee records, employment verification and data requests
- Support the front line team who handle day to day employee questions
- Automate the recurring reporting so it produces itself
- Give managers and leaders access to their own numbers
- Reduce the number of requests that need a person at all
- Produce reporting that stands up to audit and external diligence
- Work with Finance and IT on the controls and evidence our data needs to carry
- Design for a company several times our current size
Requirements
- 5+ years of people analytics and reporting experience, within fast-paced, scaling environments
- Meaningful experience delivering people operations solutions across all aspects of the talent journey
- Experienced in HRIS implementation or migration
- Experience building reports from scratch
- Proactively identify and resolve data quality issues, maintaining high standards for clean, reliable analytics data
- Effectively communicate data insights by explaining numerical findings, their source methodology, and rationale for discrepancies with alternative interpretations
- Write clearly and document by default
- Have run operations across multiple countries and entities, including EOR or contractor populations
- Are comfortable anywhere across the employee journey, from hire to exit
- Pick up new tools quickly and become the person others ask
- Enjoy building elegant solutions to messy operational problems
Qualifications
- Worked in Rippling, or implemented it
- Built reporting in a BI tool, or worked comfortably in SQL
- Been in a company through IPO readiness or SOC 2 and SOX preparation
Benefits
- A weekly lunch stipend of $75/£75 or equivalent in your local currency for lunch.
- Full health and dental benefits, including a separate budget for mental health.
- RRSP matching, 401K, Pension Scheme.
- 100% Parental Leave top-up for up to 6 months, for either parent.
Annual enrichment benefits
- Arts & culture, fitness/wellness, quality time, and a workspace improvement credit.
- Education & learning stipend for conferences, courses, and coaching.
- 6 weeks of paid vacation (30 working days!)
- Budget for traveling to other offices if you are remote, plus an annual company offsite.
- For those in the office: a daily lunch program, plenty of snacks, and regular community and social events.
- For those not near an office: a co-working benefit so you can work alongside others in your city.
- Everyone receives a $500 home office stipend to set up your workspace properly.