Senior Manager, People

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Who We Are

Maybern is transforming the way private fund managers effectively manage their funds through cutting edge technology. Maybern is founded by top engineering experts with deep knowledge of the fund management space.

Private funds manage $15T in capital and are growing at 20% YoY, but with increasing regulatory scrutiny and investor demands for transparency, the need for world class software to help private fund CFOs is crucial.

This is where Maybern comes in.

We are equipping fund managers with intuitive, flexible fund management software, enabling private investment managers to focus on what they do best: driving returns for their investors. We are backed by leading venture capital firms and a large number of strategic investors.

Maybern is an NYC based company with a strong in-office culture to drive collaboration, and we are looking to make strong additions to our team.

What We're Looking For

We're looking for a Senior Manager, People to build and run the people programs that enable Maybern to scale well. This is a high-ownership, hands-on role: you'll design and operate our performance and manager enablement systems, serve as the go-to advisor on employee relations, and own the day-to-day people infrastructure that keeps a fast-growing team running.

You'll work closely with our Chief of Staff, CEO, Director, Talent, and functional leaders. The ideal candidate knows how to build things that actually get used: lightweight, clear, and durable enough to work at scale.

You've succeeded by January 2027 if department heads treat People as a trusted partner, managers are running performance conversations with more consistency and confidence, and our people systems are clean and scaling past 125 employees.

What You'll Do

Manager Enablement & Performance

• Define what high performance means at Maybern and design systems, expectations, and programs that reinforce it across roles, teams, and levels.
• Design and deliver a manager training program tied to running effective performance reviews, giving feedback, and handling high-stakes conversations. First session ready within 60 days.
• Own end-to-end performance review cycles: instrumentation in Rippling, calibration sessions, documentation, and communication plans for comp and promotion decisions.
• Build a manager onboarding program so new and first-time managers have a clear starting point.
• Develop a core competency framework that gives managers and employees shared language around expectations and growth.

People Programs & Retention

• Build a retention framework: define what triggers a stay conversation, who owns it, and what levers are available. Move from reactive to systematic.
• Run engagement surveys and build action plans by team. Hold managers accountable for follow-through.
• Own exit analysis beyond individual interviews: look for patterns across departures by team, manager, tenure, and role. Report to leadership quarterly.
• Partner with managers proactively on flight risk: use people data and manager signals to identify at-risk employees before they resign.
• Track manager effectiveness using skip-level themes, engagement data by team, and attrition patterns. Build a lightweight signal so you can intervene early.

HR Operations & Compliance

• Conduct an HR systems audit in your first 30 days. Prioritize gaps and own the remediation plan.
• Act as the primary advisor on employee relations, PIPs, terminations, and leave management. Handle sensitive situations with discretion.
• Own policy management (with support from our Senior Associate).
• Manage people vendor relationships: benefits broker, immigration counsel, and L&D vendors.
• Stay current on employment law across federal, state, and local requirements. Know when to escalate to outside counsel.

Compensation & Benefits

• Own benefits strategy and annual enrollment, ensuring offerings are competitive and aligned with our growth stage. Deliver a structured review and recommendation within your first four months.
• Partner with the Director of Talent on comp philosophy, band design, and leveling to ensure internal equity and market alignment. You own the People side; they bring the market signal.

Culture & Engagement

• Own internal communications for people-related announcements: org changes, performance decisions, policy updates.
• Drive values definition and reinforcement across the company.
• Partner with our EA/Office Manager on retention-focused events and rituals.

Analytics & Reporting

• Track and report on people KPIs: performance, engagement, retention, and manager effectiveness.

Who You Are

• Emotionally Intelligent: You listen deeply, navigate sensitive situations with empathy and tact, and build trust across all levels of the organization.
• Systems Thinker: You approach problems with a technical and holistic mindset, considering broader implications and interconnectivity within workflows and processes.
• Influential: You build strong relationships, actively contribute to team efforts, and leverage influence to inspire and guide others towards achieving shared objectives
• Operationally Excellent: You love building systems and processes that make work better for everyone.

This Could Be a Great Fit If You…

• Bring 6+ years of experience in People Operations or HR, with a track record of scaling programs at a growing startup.
• Have owned end-to-end people programs in a Series A–D company and thrive wearing many hats.
• Have a solid grasp of U.S. employment law and multi-state compliance and know when to escalate to counsel.
• Combine a systems-oriented mindset with a bias for action, building processes that are both scalable and human-centered.
• Think like a business partner: you connect people initiatives to what the company actually needs.
• Are equally comfortable designing programs and rolling up your sleeves to execute them.
• Think like a business partner, using data and context to align people initiatives with company goals.
• Have hands-on experience with Rippling and enjoy finding ways to make tools and workflows more efficient.

Benefits

• We offer a competitive salary + equity package, comprehensive benefits, and a flexible family-friendly work environment. Some of our perks include:

+ Comprehensive healthcare benefits

- Maybern covers 100% of medical, dental, and vision premiums

- HSA & FSA plans

+ Family-Friendly policies

- Paid parental leave

+ Flexible schedule

- Flexible PTO / sick leave

- WFH as needed to fit your needs

+ 401k