top of page
  • SI&A

People Operations Business Partner-Greater Sacramento Region/Remote

Location El Dorado Hills, California

Department 802-People Ops

Employment Type Full-time

Minimum Experience Mid-level

Compensation $90,000-$140,000 DOE


SchoolStatus is a high-growth educational technology company that has grown from 30 to over 200 global employees in 2022 after a private-equity acquisition. SchoolStatus and its four recently acquired companies provide communication, evaluation, training, and compliance tools for K-12 public schools to help students stay and thrive in school. We are moving fast and building a PeopleOps Team to support employee success and build a unified culture.

Job Summary:

The SchoolStatus PeopleOps Business Partner (POBP) is primarily responsible for aligning business objectives with employees and management for a new acquisition (75 remote employees) in the Sacramento, CA area. While this is a remote role, a local presence is desired. The POBP will oversee operations at our newly acquired company (SI&A) and will also contribute to programs for the larger entity of SchoolStatus. The position requires knowledge and experience in working in an M&A environment with a focus on integration with a new and larger company, change management, retooling, and helping employees understand and embrace their new environment. This is both a hands-on and strategic role. A deep understanding and experience with California employment law is a critical piece for the POBP.

The Role:

  • Maintains in-depth knowledge of legal requirements related to day-to-day management of (primarily) CA-based employees, reducing legal risks and ensuring regulatory compliance. Partners with the PeopleOps head/counsel as needed/required.

  • Helps develop and leads a change management program to assist employees post-acquisition

  • Works closely with team members on automating process and getting employee base comfortable with new tools

  • Oversees and/or conducts hiring, onboarding, and terminations with assistance from resources at HQ.

  • Works closely with payroll and benefits to ensure employee data is correct

  • Works hand-in-hand with PeopleOps team to leverage shared services, take ownership of particular areas of expertise that can be used company-wide

  • Conducts check-in meetings with local business unit heads.

  • Consults with local line management, providing guidance when appropriate.

  • Analyzes local trends and metrics in partnership with the PeopleOps team to develop solutions, programs, and policies.

  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.

  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

  • Provides policy guidance and interpretation.

  • Develops contract terms for new hires, promotions, and transfers.

Required Skills/Abilities:

  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies as they relate to employment.

  • A solid foundation using, optimizing, and training on state-of-the-art HR tools (ADP WFN, BambooHR, Pingboard, etc)

  • Knowledge of best practices in compensation and retention.

  • Strong quantitative skills along with a high EQ

  • Ability to navigate cross-functionally at a time of high-growth

  • A love of learning, improving, and problem solving

  • Excellent organizational skills and attention to detail

  • Strong office tech skills (Excel, PP)

Education and Experience:

  • Minimum of 5 years of experience resolving complex employee relations issues preferably in private-equity backed companies in a time of flux.

  • Working knowledge of multiple PeopleOps disciplines, including federal and state respective employment laws. compensation practices, organizational diagnosis, exempt and non-exempt employee relations, diversity, and performance management.


bottom of page