The role
As a People Ops Partner (POP), you’ll directly support the teams that form one of EF’s clusters, as their day-to-day People partner. You’ll be trusted to handle sensitive topics with care, guide team leads through people decisions, and strengthen team health through coaching, clear process, and practical conflict resolution. Simultaneously, you’ll also help drive and execute cross-org People Ops initiatives that improve how we work at scale.
If you thrive in a fast-paced environment where high agency, tolerance for ambiguity, and resilience are required, we would love for you to join us.
This is a fully remote role with significant overlap with UTC ±3.
Responsibility
Partner with team leads on org design, team health, impact, growth, compensation, and more, in coordination with the other ops teams (Finance, Legal, Talent, etc.)
Coach and influence team leads through the best people management practices, without direct authority
Own employee relations topics end-to-end (triage, investigations when needed, in collaboration with the Legal team, and resolution)
Help design and run consistent, fair performance and compensation processes
Work closely with teams to improve work relationships, build morale, and increase productivity and retention. Identify patterns across teams (retention risk, engagement gaps, team lead effectiveness) and propose interventions
Proactively identify areas that need attention and improvement in collaboration with People Ops to improve systems, policies, and the day-to-day employee experience
Consistently deliver an accurate and timely response to org issues
Work effectively in a distributed environment across time zones and cultures
Build effective relationships with managers and leadership, demonstrating the business value the People function can deliver.
What we are looking for
Looking for 5 years of generalist People Ops work experience, preferably in similar roles
Flexibility in their approach and adaptability to a new environment and new ways of doing things, while keeping a high agency mentality
Comfort operating with ambiguity and building lightweight, effective processes
Clear communicator who can hold boundaries and build trust with technical teams and leaders
Proven coaching capability with managers/leads and ability to influence without direct authority (feedback, decision-making, performance conversations); you are able to build strong relationships with stakeholders and advise people to make the right decisions.
Demonstrated conflict resolution skills (facilitation, mediation, de-escalation)
Strong judgment and discretion with sensitive information
Strong working knowledge of employee relations fundamentals, including multi-region and mixed employment models (as relevant to the role)
Nice to have
Experience in distributed teams, open-source communities, or ecosystems with high autonomy
Experience leading cross-functional People Ops projects (program design, change management, rollout)
Strong analytical skills and experience building HR metrics from 0 to 1
Something more
30–60 days: teams know you as the go-to person; team lead coaching cadence in place; top people risks mapped
90–180 days: improved engagement and team lead effectiveness; smoother performance/feedback rhythms
6–12 months: measurable improvements in team health signals; multiple cross-org People initiatives delivered
