Senior Manager, People

OXMAN Overview OXMAN is a nature-based research and design company based in Manhattan. We incubate ventures and technologies that reimagine the relationship between humanity and the natural world. Working across disciplines -- from architecture and ecology to materials science and computation -- we develop nature-centric solutions to critical environmental challenges. Role Overview OXMAN is seeking a Senior Manager, People to lead our People function as a one-person team, reporting directly to the CFO. This is a rare opportunity for a seasoned HR Generalist and People Operations leader to serve as the strategic and operational backbone of the People function at a visionary, fast-moving design and science company. The ideal candidate brings deep generalist expertise across the full spectrum of HR operations, including employee relations, compliance, benefits, payroll, performance management, and culture; comfortable overseeing the recruiting function through strong external partnerships and structured hiring processes, rather than serving as the primary recruiter. They will have built or managed People infrastructure in startup or incubator environments and thrive in organizations where no two days look alike. They understand that at 22 people and growing, culture is lived in the day-to-day, and that the policies, programs, and operational foundations they put in place will shape OXMAN for years to come. Key Responsibilities Design and execute People strategies aligned with company objectives, including policy development, compliance, and culture initiatives. Oversee the recruiting function by partnering with hiring managers and external search partners to coordinate the end-to-end hiring process across research, design, engineering, and operations, ensuring quality, consistency, and alignment with OXMAN’s unique talent profile. Manage external recruiting partnerships and serve as the internal point of accountability for recruiting outcomes, process integrity, and candidate experience. Build and administer performance management, employee engagement, recognition, and succession planning programs. Advise the CFO and senior leadership on People matters including workforce planning, organizational design, and scaling strategy. Ensure all workplace policies reflect current legal, ethical, and industry best practices across federal and New York State employment law. Oversee compensation benchmarking, benefits administration, and payroll operations. Support managers on employee relations, conflict resolution, and organizational change. Design programs to support rapid growth, potential spin-offs, and role definition in a high-change environment. Own and optimize the People technology stack (HRIS, ATS, payroll systems) and generate data-driven People metrics and reporting. Required Experience 5+ years of progressive HR/People experience with a strong generalist foundation across employee relations, compliance, HR operations, and benefits administration. Demonstrated experience as a sole People leader or in a small HR team, ideally in a startup, incubator, or high-growth organization. Experience overseeing or managing the recruiting function, including coordination of external search partners and internal hiring processes. Ownership of the function, not necessarily hands-on sourcing.. Working knowledge of HRIS/ATS systems, payroll platforms, and New York State and federal labor regulations. Proven ability to advise and influence senior leadership including C-suite stakeholders. Experience establishing People operations from scratch or in a lightly resourced environment. Bachelor’s degree in Human Resources, Business, or a related field. Preferred Experience Prior experience in VC-backed, design-driven, science-oriented, or architecture/AEC organizations. Experience supporting organizational spin-offs, entity formation, or rapid headcount scaling. Exposure to international employment considerations, visa processing, or multi-entity People operations. Strategic project management experience tied to organizational transformation. Certifications such as SHRM-CP, SHRM-SCP, or PHR are preferred. Technical Skills Proficiency with HRIS platforms (e.g., ChartHop). Familiarity with ATS tools (Ashby) and structured interviewing frameworks. Experience managing strategic relationships with PEO (TriNet). Ability to manage payroll administration and benefits enrollment independently. Comfort with data analysis and People metrics reporting. Working knowledge of compensation benchmarking tools and methodologies. Essential Qualities Credible and executive-ready, comfortable presenting to and partnering with the CFO and CEO. Resourceful and self-directed, able to build from scratch without a team or template. Mission-aligned, energized by work at the intersection of design, science, and ecology. Meticulous and compliance-minded, no detail too small when it comes to employment law or documentation. Warm and people-first, operating as the kind of People leader employees actually want to talk to. Adaptable and calm under pressure, thriving in a fast-moving, ever-changing environment. Exceptional verbal and written communication skills.