People Operations Manager

About this role

Join the ACI Learning Adventure!

Our Mission

Welcome to a new era of learning, where individuals and organizations come to transform goals into measurable success. At ACI Learning, we believe that anything worth doing is worth leading the way—with innovation, exceptional experiences, and impactful results.

We provide a full ecosystem of learning and development solutions that empower people and businesses to lead with confidence, learn with purpose, and achieve outcomes that matter. Join us, and together, we'll shape the future of skill-building and professional growth.

The ACI Team

Imagine collaborating with over 200 of the brightest minds who are passionate, grounded, and dedicated to shaping the future of eLearning. Together, we're not just a team; we're a movement in one of the most exciting times in tech.

Purpose-Driven Culture

At ACI Learning, work isn’t just a job. It’s a passion we pour into every project, every day. We celebrate creativity, innovation, and the joy of doing what we love.

Your Opportunity

Are you ready to be part of something transformative? Dive into a world of collaboration, growth, and endless potential. Apply now and help lead the change!

Who We Are

ACI Learning is a leading provider of audit, cybersecurity and IT training solutions, empowering individuals and organizations worldwide to improve their technical capabilities and their cybersecurity with compelling and comprehensive training. Our leadership position extends even further to our new SaaS Learning Platform myACI that goes beyond audit, cyber and IT training to provide organizational and individual knowledge assessment, analytics and training delivery with integrated AI to understand capabilities and skill gaps for organizations.

The Role
This is a broad, independently-run People Operations seat with real ownership over how it works, not a narrow lane where someone else makes the calls. Talent acquisition is the biggest focus (~60%), with payroll (~10%) and performance management, employee relations, advisory, and systems administration rounding out the rest (~30%).
This role is built as a first step, not a ceiling. There's real room to grow, whether that's building out a team, expanding scope, taking on compensation management for candidates who bring that background, or stepping into a more senior seat down the line. It's an especially strong move if you're already operating above your current title and ready for the autonomy and official scope to match, or if you're a talent acquisition professional looking to expand into the rest of People Operations.
One requirement we won't bend on: AI has to be part of how you work, not a tool you've heard of. If you haven't used AI to speed up sourcing, screening, payroll, or HR documentation, this isn't the seat.
What You'll Own
Talent Acquisition (~60%)

• Full-cycle recruiting ownership for all open requisitions: sourcing, screening, interview coordination, offers, and candidate communication

• Direct accountability for time to fill and requisition throughput across the org

• Proactive, consistent hiring manager support, including setting and managing expectations when volume or market conditions create friction

• Building a recruiting process and funnel that holds up under increasing volume without needing headcount added every time things get busy

• Using AI tools to speed up sourcing, screening, and candidate communication without sacrificing candidate experience

Payroll (~10%)

• Biweekly payroll processing and administration, run efficiently and accurately

• Expected to use AI tools to streamline payroll execution, not process it the slow, manual way

• Coordination with Finance on payroll-adjacent compliance (tax withholding, multi-state SUI, income withholding orders) as needed

Performance Management, Employee Relations, Advisory & Systems Administration (~30%)

• Supporting performance management processes and documentation across the organization

• Employee relations casework, with appropriate judgment on when to escalate versus resolve independently

• Serving as a People Ops advisor to managers and directors org-wide, including those outside your reporting line

• Acting as one of our primary admins for the People Ops systems environment, including the HRIS, ATS, and other related platforms: configuration, workflow setup, permissions, data integrity, and ongoing maintenance

• Keeping those systems configured to match our actual needs as they evolve, rather than letting configuration drift from how the business actually works

• Identifying where current People Ops processes won't hold up as the company scales, and building the fix before it's a crisis

Backup Support & Cross-Training
Beyond the three focus areas above, you'll also cross-train across other parts of the People Operations function so you can provide backup support where needed, including:

• Onboarding and offboarding

• Promotions

• Records management

• Other People Operations processes as they come up

This isn't a stretch ask on top of an already full plate, it's intentional. Over time, the expectation is that you grow into full ownership and management of HR and people-related processes across the function, operating in close alignment with the strategic direction and oversight the VP of People Operations provides. Someone who takes this on well has a real path toward a Director-level role down the line.
Minimum Qualifications

• 5-8 years of experience in People Operations/HR, including direct, hands-on ownership of a Talent Acquisition function, not just support or coordination within one

• Bachelor's degree in Business, Human Resources, or a directly related field, or equivalent additional directly related work experience in lieu of a degree

• Demonstrated use of AI tools in actual recruiting or HR workflows; be ready to talk specifics, not just familiarity

• Strong analytical, problem-solving, and critical thinking skills; you treat recruiting…