August Home (an ASSA ABLOY company) is looking for an experienced HR People Ops Manager to join our team. This is both a strategic and hands-on role that provides full cycle human resources support for a fast-growing startup. Reporting to the COO, and overseeing the Office Manager, you will establish programs and policies that are scalable as we grow. That means you are skilled with leading HR strategy, yet equally comfortable with a high-volume workload and eager to “roll up your sleeves” as you manage and carry out responsibilities in recruiting, employee relations, compensation, benefits, performance management, payroll, culture management and compliance. Your broad knowledge of local (San Francisco) employment and immigration laws, as well as your proven experience as a trusted advisor to the management team will make you an ideal fit!

 Essential Responsibilities Include:

  • Develop and implement HR policies, programs and procedures that align with organization strategy, foster employee engagement and ensure compliance with local, state and federal regulations. Advise management on policies and protocols for fair, equitable and consistent dealings with staff; identify risks, report and collaborate with management to mitigate exposure.
  • Act as liaison for both management and employees on all HR related matters; interact and engage with frontline workforce; oversee and collaborate with the Office Manager to ensure the office operations, workspaces and amenities support our goal to maintain a creative, fun environment for our employees.
  • Manage and ensure that all personnel actions, files and records maintenance and reporting are completed accurately and timely; create and track key HR metrics; manage payroll (ADP) data entry and processing. Conduct audits of wage and hour practices to ensure compliance.
  • Oversee talent acquisition, onboarding and development; manage sourcing, job posting and social media presence (e.g., LinkedIn profile, job boards); work with 3rd party recruiters as needed; assist with applicant screening, evaluation, preparation of offer letters; manage the visa/green card process.
  • Develop and administer benefits and compensation programs that properly align the incentives of each employee with the long-term goals of the company. Create and administer new hire option plans, set equity grant structures.
  • Manage the cultural surveys and advise executive team on the results and potential action plans.
  • Manage the integration between August Home and ASSA ABLOY’s Residential Group, collaborating with key members of the ASSA ABLOY team.

 Minimum Qualifications and Requirements:

  • BA/BS degree or higher; PHR or SPHR certification highly preferred.
  • 5-7 years’ experience in human resources generalist functions: recruiting (including foreign nationals), employee relations, compensation, benefits, payroll, training, employment law, organizational development, change management.
  • Ability to function as a “sole practitioner” while assessing, anticipating and responding to future changes and opportunities to grow the HR function appropriately to meet needs.
  • Stellar organizational and project management skills; ability to prioritize competing demands in a fast-paced environment; proficient with MS Office applications; ADP payroll.
  • Impeccable communication and influencing skills; demonstrated success in creating and driving effective and positive employee relations, retention and reward programs; strong business acumen and analytical ability.


Apply for this Job
* Required
File   X
File   X
+ Add Another

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at August are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.