People Operations & Development Lead

Job Title: People Operations & Development Lead

Company: Pro Coffee Gear

Location: Remote

Full-time

About Us: Pro Coffee Gear is a thriving e-commerce company located on our scenic 20-acre ranch in Austin, Texas. We specialize in providing top-tier espresso machines and related parts to coffee enthusiasts worldwide. Our dedication to excellence extends beyond our products; we're committed to building a talented team that shares our passion for coffee and exceptional customer service.

About the Role

We’re looking for a People Operations & Development Manager who will design, manage, and continuously improve how we hire, onboard, and develop great people. You’ll be the operational backbone of our talent processes, ensuring every hire is made through a rigorous, data-driven process (using the WHO method), and every team member has a clear development roadmap aligned with company standards and performance expectations.

This role blends strategic HR, people development, and operations. You’ll collaborate with leadership and hiring managers to drive excellence across the full employee lifecycle, from interview and onboarding workflows to ongoing performance and growth.

Key Responsibilities

1. Hiring & Interview Management

• Own and manage the WHO hiring process, from scorecard creation to structured interviews and reference checks.

• Partner with hiring managers to clarify role outcomes and competencies before searches begin.

• Maintain a consistent, high-quality candidate experience across roles.

• Train interviewers on the WHO methodology and ensure compliance with scorecard-based decision-making.

2. Onboarding & Integration

• Create and manage end-to-end onboarding workflows, including:
  
  

  • Systems access and setup (email, software, tools)

  • Role-specific onboarding plans and checklists

  • 30/60/90-day success milestones

  • Support hiring managers in setting personal development roadmaps for new hires, tied directly to their hiring scorecards.
  • Monitor onboarding success metrics and continuously improve ramp-up efficiency.

3. People Development & Performance

• Establish a consistent cadence of performance reviews, feedback sessions, and growth planning across all teams.

• Coach managers on how to develop, evaluate, and hold their teams accountable to performance standards.
• Build and maintain company-wide frameworks for:
• • Learning and development initiatives
  • Competency and behavioral standards
  • Track and report on performance health metrics and engagement indicators.
  • Career progression

4. HR Operations & Compliance

• Manage HR operations such as benefits administration, time-off policies,

  and employee records.
• Support leadership in managing sensitive HR processes (e.g., promotions, releases, or disciplinary actions).

• Ensure compliance with labor laws and company policy documentation.

• Implement and maintain HR systems that support scalability and automation.

Qualifications

• 5+ years of experience in People Operations, HR, or Talent Development roles (preferably in growth-stage companies).
• Deep familiarity with the WHO Hiring Method (Geoff Smart & Randy Street) and scorecard-based hiring.
• Proven experience designing onboarding programs and performance management systems.
• Strong coaching, facilitation, and communication skills, able to influence managers and uphold standards.
• Operationally-minded excels at creating processes, templates, and systems that scale.
• High integrity and discretion when managing sensitive people matters.

Bonus Skills

• Experience with tools such as Asana, Notion, HubSpot, or similar systems for managing onboarding workflows.
• Background in leadership development, coaching, or organizational psychology.
• Knowledge of modern HR software (e.g., Rippling, Gusto, BambooHR, Deel).
• Prior experience in an e-commerce, operations, or high-growth startup environment.

Success in This Role

You’ll know you’re succeeding when:

• Every new hire follows a standardized WHO-based hiring and onboarding process.
• Managers have clear scorecards, structured reviews, and people development roadmaps for their teams.
• Employees are engaged, performing to high standards, and developing in measurable ways.
• HR operations run smoothly and proactively, not reactively.