About Morpho Morpho is a leading Decentralized Finance (DeFi) lending protocol backed by a16z crypto, Paradigm, Ribbit Capital, Apollo, Vaneck, Coinbase Ventures, Variant and 50 others to build an open credit network giving anyone, anywhere, access to the best possible terms. Morpho is experiencing exponential adoption, with over billion in deposits on the network and used by institutional clients including Bitwise, Galaxy, and Anchorage Digital and the largest crypto exchanges, such as Coinbase, Binance, and Kraken. Now, Morpho is scaling its team of contributors to establish itself as the open credit network, not just of DeFi, but of the world. Why Morpho Exists Everyone has the potential to build something great for the world. But fulfilling that ambition almost always requires more: people willing to trust you with their capital. Yet access to capital still depends on where you live, who you know, and which institutions are willing to trust you. Even when capital is available, it sits fragmented across disconnected networks and hidden behind intermediaries. The result is a system that fails most of the people it should serve. Borrowers overpay. Lenders earn less than they should. Many are shut out entirely, not because they are unworthy of credit, but because today&apos;s infrastructure was never built to connect them. Morpho exists to solve this. Full article here. Location Paris or NYC Office (or Remote from GMT -4 up to +2 GMT) Role As Morpho grows, we want to keep the way we operate simple: give managers and team members the tools to make good people decisions themselves and be more autonomous and effective, rather than building a large HR function around them. You will help build the People infrastructure that makes this possible. This is a high-ownership role at the intersection of People, operations and product thinking. You will own People products end-to-end &#x2014; from understanding where managers or team members are struggling, to designing a solution, rolling it out and improving it based on feedback. This can range from making onboarding work seamlessly across teams and geographies, to improving how we manage compensation, People data or internal tools. Responsibilities <ul><li>Own People products and projects from problem identification to rollout and iteration</li><li>Speak regularly with managers and ICs to understand recurring friction and where People infrastructure is not working well enough</li><li>Turn recurring questions and manual work into clearer tools, better workflows or automation</li><li>Improve onboarding so new joiners, managers and other owners know what to do without constant coordination from People</li><li>Help improve performance, feedback, promotion and career processes as Morpho scales</li><li>Build and maintain the compensation infrastructure: market data, principles and decision tools that help managers and leadership make good decisions</li><li>Make People information easy to find, understand and use</li><li>Use AI and automation wherever they can reduce repetitive work or improve the user experience</li><li>Support sensitive People situations when specific judgment, trust or independence is needed</li><li>Take on new People infrastructure problems where they can create the most leverage across the organization </li></ul>What Success Looks Like First 30 days You understand how Morpho operates and how the People team works. You have spoken with managers and ICs about their main People friction, run your first People projects and identified where the current infrastructure is creating unnecessary manual work or dependency. First 3 months You own several People products end-to-end and are improving them based on user feedback. Eg: Onboarding works with limited coordination from People. Common People questions are easier to answer without a manual request. At least one recurring source of friction has been turned into a better tool, workflow or automation. First 6 months Managers and ICs are more autonomous because of the People infrastructure you built. The People products you own are simple, trusted and easy to use. Recurring manual work has decreased. You have shipped meaningful improvements across several areas such as onboarding, performance, compensation, career development or manager tooling. Must Have Skills &amp; Experience <ul><li>Experience in general operations (Chief of Staff, Ops Manager) or People Operations, or as a leader who has owned People topics directly</li><li>Strong analytical and modelling skills, comfortable with numbers</li><li>Track record of earning trust and managing stakeholders across an organisation, including senior ones</li><li>Tech-savvy: proactive with new tools, AI and automation</li><li>Reasons from first principles and handles exceptions with logic rather than personal discretion</li><li>Values simplicity and cuts process where process is not needed</li><li>Understands a strong culture and carries it without trying to reinvent it</li><li>Resilient to feedback on topics where everyone has an opinion</li><li>Strong ownership and autonomy</li><li>Low ego </li></ul>Perks &amp; Benefits We design benefits around deep work and growth, so you can do the best work of your career. Expect fair, top-tier compensation, real flexibility, time together in Paris, great health coverage, and support to keep learning. Equal Opportunity We welcome applicants from all backgrounds and hire based on talent, potential, and values alignment.

Ops Manager - People Success

Who We Are Is What We Do. Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries&#x2014;helping businesses scale smarter, faster, and more compliantly. Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers. Why should you be part of our success story? As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies &#x2013; breaking down borders that have traditionally limited both hiring and career opportunities. We&apos;re not just building software; we&apos;re creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries&#x2014;ensuring people get paid and protected, no matter where they are. Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator&apos;s top companies list &#x2013; all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google. Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you&apos;ll tackle complex challenges that impact millions of people&apos;s working lives. With our momentum&#x2014;backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years&#x2014;you&apos;ll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work. Summary This role ensures compliant and high-quality HR operations within the assigned country, managing onboarding and offboarding, leave requests, and administrative processes for Employees of Record (EORs) in line with local laws and operational guidelines. It also serves as the country subject matter expert, supporting EORs and clients, maintaining HR knowledge, and contributing to HR projects including mass onboarding and offboarding initiatives. Responsibilities <ul><li>Ensuring and maintaining compliance and HR operations in their assigned country in accordance with relevant employment laws and regulations and operational rules and RACI.</li><li>Managing leave requests and processing administrative tasks for Employee of Records (EORs), such as applications, HR letters, and enrollments.</li><li>Auditing, maintaining, and updating internal and external HR-related knowledge in collaboration with stakeholders.</li><li>Providing support to EORs and clients for HR-related questions or concerns through all available communication channels.</li><li>Managing standard onboarding and offboarding processes for EORs.</li><li>Collaborating on HR project management, specifically for mass onboarding and offboarding initiatives.</li><li>Responsible for ensuring the quality of the HR operations in the assigned countries.</li><li>Being the subject matter expert for the country&apos;s operational quality and knowledge. </li></ul>Qualifications <ul><li>Minimum of 3-5 years of experience as an HR Specialist or similar roles managing the full employee lifecycle (onboarding to termination) in a fast-paced environment, and supporting a high volume of employees.</li><li>Mandatory fluency in English and French (written and spoken).</li><li>Mandatory: Hands-on HR experience supporting employees in France, with knowledge of local labor law and employment regulations.</li><li>Really good to have: HR experience supporting employees in Benelux countries (Belgium, Netherlands, Luxembourg).</li><li>Mandatory to be located in the EMEA region, and International HR experience in this region and beyond is a competitive advantage.</li><li>HR qualifications or certifications are a valuable asset.</li><li>Excellent communication skills and strong customer orientation.</li><li>Experience working in start-up environments is highly valued.</li><li>Strong analytical skills: identify, scope and resolve complex and sensitive HR issues.</li><li>Data driven: you challenge the status quo and strive to improve response times and employee experience.</li><li>Experience using JIRA, Zendesk, Slack, Claude, Gemini or other tools is a plus.</li><li>Comfortable working in a fast-paced, dynamic environment and managing changing priorities. </li></ul>Total Rewards Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all. <ul><li>Our salary range reflects gross base salary. For commercial roles with commission eligibility, this figure represents On-Target Earnings (OTE), inclusive of base salary and target commission.</li><li>Salary ranges are quoted in USD as a consistent global reference. Your offer will be localized to your country&apos;s currency using a market-aligned conversion.</li><li>Final pay is based on objective, job-related criteria including experience, skills, and location.</li><li>We don&apos;t ask about salary history. Offers are based on the role and what you bring to it. </li></ul>Some things you&apos;ll enjoy <ul><li>Stock grant opportunities dependent on your role, employment status and location</li><li>Additional perks and benefits based on your employment status and country</li><li>The flexibility of remote work, including optional WeWork access </li></ul>At Deel, we&apos;re an equal-opportunity employer that values diversity and positively encourage applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics. Unless otherwise agreed, we will communicate with job applicants using Deel-specific emails, which include @deel.com and other acquired company emails like @payspace.com and @paygroup.com. You can view the most up-to-date job listings at Deel by visiting our careers page. Deel welcomes persons with disabilities to apply to any of our open roles. We will provide application and/or interview accommodations on request throughout the recruitment, selection and assessment process for applicants with disabilities or other needs. If you require application and/or interview accommodations, please inform our Talent Acquisition Team via email (recruiting@deel.com) and a team member will be in touch to ensure your equal participation. As part of our hiring process, we primarily rely on interviews and role-related assessments. In limited cases, we may also consider informal background information relevant to the role, in line with our privacy and fairness obligations. This application process may utilise Automated Employment Decision Tools (AEDT) and AI systems to assist in evaluating candidates based on experience level, technical skills and qualifications. This processing is conducted in compliance with applicable Data Protection, AI Governance and Labour Laws. We ensure human oversight is maintained in all final hiring decisions. Your personal data is not used to train AI models. For more information on how we process your personal data, please see our Recruitment Privacy Policy. <ul><li>For NYC Residents: In accordance with NYC Local Law 144, an independent bias audit has been conducted on AEDT</li></ul>

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Ops Manager - People Success

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Ops Manager - People Success

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Latest Remote Jobs in
EU·HR