InMobi Mission:  

We help brands understand, identify, engage and acquire consumers. 


Role: Head of People Operations and Technology 

Location: San Francisco 



Position Summary: 

InMobi was founded on the belief that our people and their talents are our most valuable assets.  As Head of People Operations and Technology for our North American operations reporting to the Vice President of Human Resourcesyour mandate will be to support all of our immensely talented people in achieving our collective goals.  You will be a vital contributor on our leadership team and will lead and develop a small team of human resources professionals to deliver the full spectrum of human resources services to our rapidly scaling global organization.  


The responsibilities of the position are broad and dynamic and include oversight of all aspects of people operations and technology in North America, scaling the processes and technology that we have in place for hyper growth, eliminating inefficiencies, reporting and analytics, technology implementations, immigration program management, change management, employee development, employee/labor relations and optimizing for a most excellent People experience. You will enthusiastically lead and execute process improvements and transformational change utilizing your exceptional management and interpersonal prowess. Keys to success include a deeply analytical mind-set as well as an excellent ability to build strong relationships across our global Talent Acquisition, HR, Finance, Legal and IT teams and inspire confidence across all of InMobi’s extended leadership team and their respective organizations.  


Ideal candidate will be eager to get their hands dirty and lead by example, is an expert in HRIS and other HR Technologies (SAP Success Factors, ADP, Greenhouse), Reporting, Analytics, Immigration/Visas, Global Mobility, Onboarding, Vendor Management, Payroll, Compliance and Equity Administration.  Our team runs toward challenges, and you will have a demonstrated history of doing the same with a high degree of professionalism, initiative, flexibility and agility.  



What will you bring? 

  • Bachelor’s degree or equivalent work experience. 
  • Proven ability to applying best-in-class HR operations practices experience gained from 8+ years of related human resources experience. 
  • Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group. 
  • Strong analytical, critical thinking, problem solving, judgment, negotiating, influencing, and decision making skills.  
  • Demonstrated ability to maintain the highest degree of security and confidentiality, tact, diplomacy and manage privileged, material non-public information and hold in the strictest confidence. 
  • Proven ability to consult with stakeholders of all levels in order to develop and execute solutions. 
  • Expert in using technology to streamline and improve processes.  Demonstrated proficiency with business applications, such as Microsoft Office suite and human resource information systems.  Highly proficient with Excel. 
  • A hands-on professional with solid attention to detail, strong creative and conceptual skills, ability to connect multiple HR strategies and initiatives while keeping the big picture in mind. 
  • High degree of integrity, natural desire to empower, strong work ethics, deep sense of accountability and continuous improvement mindset and capabilities.  


Desired Qualifications 

  • Expert in payroll administration - processing advances, loans, taxable fringe benefits, imputed income, garnishments, child support orders, tax levies, quarterly tax verifications, worker’s compensation reports and new state setup/registrations. 
  • Knowledge of employment and payroll tax laws. 
  • Exceptional facilitation and oral and written communication skills. Able to articulate a complex issue with the right level of detail to improve understanding and decision making.  Ability to prepare clear and concise reports and deliver formal presentations or training to management and other audiences.   
  • Highly analytical and metrics driven. 
  • Knowledge and demonstrated experience as a consultant and advisor to management in human resources areas. 
  • Proven ability to collaborate across a complex, highly matrixed, geographically dispersed global organization. 
  • Exceptional project management skills including the ability to influence and manage individuals in a matrixed organization without a direct reporting relationship. 
  • Able to balance strategy with strong tactical execution. 
  • A proven track record managing change in a dynamic business environment with a strong sense of urgency to exceed goals and objectives. 


Physical Requirements 

  • Frequently stand/walk, sit, write by hand. 
  • Extensive use of computer, telephone and other office equipment 
  • Occasionally sort/file paperwork.  
  • Rarely reach/work above shoulders, twist/bend/stoop/squat, grasp forcefully, lift/carry/push/pull objects that weigh up to 20 pounds, kneel/crawl, operate foot and/or hand controls. 

Consistent with obligations under the law, InMobi will provide reasonable accommodations to any employee with a disability who requires accommodation to perform the essential functions of his or her job. 


How will you lead? 

  • Develop, scale, maintain and continuously enhance our people operations programs with a focus on quality, customer service and automation (i.e, self-service).  Build out the strategic roadmap to empower the People Operations and Technology function including its process and technology footprint to accommodate a rapidly-scaling global company. 
  • Oversee the effectiveness of our onboarding and offboarding processes, and continually improve them using progressive human-centered and evidence-based approaches.   
  • Support hiring managers to organize onboarding experiences to welcome new team members and quickly enable them to become effective contributors. 
  • Oversee processes for benefits administration, payroll processing, 401(k) administration, workers' compensation, disability, leave, work place accommodation requests, and health and safety issues; inform managers and Human Resources VP, as needed.  
  • Manage and administer HR compliance programs including, Background Checks, EEO Reporting, I-9/ E-Verify compliance, 401(k) audit, immigration related compliance requirements.  Build strong partnerships with internal legal teams and external vendors to stay up to date and ensure compliance with Federal, State and local requirements.  
  • Partner with Corporate Communications and HRBPs to craft internal guidelines, procedures, and communications for compliance programs.  
  • Serve as the primary point of contact for any internal and external audits regarding HR processes, ensuring compliance to existing audit standards or new audits, as required.  
  • Take data to the next level. Build a metrics-driven organization that leverages reporting, dashboards, and tracking methodology to deliver actionable insights to improve service delivery, SLA expectations, operations accuracy and effectiveness to the business.  Analyze data available through local and centralized database resources.  Drive the Analytics function to develop, track and analyze meaningful metrics. 
  • Collaborate with global Talent Acquisition, HR, Finance, Legal and IT team members for requirements-gathering, process improvements and day-to-day activities. 
  • Ensure high quality HR transactional data management, accurate documentation and record keeping.  Develop and maintain department SOP’s and documentation. 
  • Partner with HRBP and Talent Acquisition teams on Employee Engagement, Diversity, Equity, Inclusion & Belonging, ESG and Corporate Social Responsibility initiatives. 
  • Oversee and approve human resources transactions submitted for processing.  
  • Manage the performance and development of People Operations team direct reports. Set team objectives, priorities, and resources to align with department objectives with a focus on career development and growth. 
  • Provide consultative advice to internal clients (i.e., Executives, managers and employees) on HR policies and guidelines interpretation 
  • Be a trusted and dependable resource to everyone in InMobi’s global organization. 
  • Additional responsibilities as assigned. 



What does  InMobi  do?       

InMobi is one the largest Independent Adtech player globally with a record of accomplishment for innovations, customer centricity and privacy first approach, we have been recognized on both 2018 and 2019 CNBC disruptor 50 list and as one of the Fast Company’s 2018’s most innovative company.   

Currently, we run Adstack that reaches to 1Bn+ Mobile users with relevant content and Ads in a privacy first manner that enables meaningful decision for end users and good revenue and retention for our media partners   

We are expanding into Commerce Media Monetization, the next frontier for Adtech and looking for like-minded partners who are passionate about the space and would like to make it big.   


What is the  InMobi  family like?         

Our culture is our true north, enabling us to think big, solve complex challenges and grow with new opportunities. InMobians are passionate and driven, creative and fun-loving, take ownership and are results focused.  Your work is visible, and you have an opportunity to make a real impact on a large organization.       

You will work with a very capable and ambitious peer group, who will welcome you with open heart and will go extra mile to make you successful. We believe that learning is a lifelong commitment, so we invest significantly in your development using internal and external resources.      


  • Award-winning culture, best-in-class benefits      
  • Competitive salary, bonus, and stocks      
  • Quality medical, vision, dental      
  • 401(k)      
  • Flexible working hours      
  • Wellness stipend      
  • Healthy time off through a combination of PTO, sick days, and company-wide holidays      
  • A friendly, supportive working family to call your team.      
  • $400 to set up your own home office to thrive in a post COVID world  
  • Post-covid hybrid work model for employees close to our offices in New York, San Francisco, Irvine, and Kansas City 


InMobi is an equal opportunity employer      

InMobi is a place where everyone can grow. So however you identify and whatever background you bring with you, we invite you to apply if this sounds like a role that would make you excited to get to work every day. 

InMobi provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type.  All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. 

Apply for this Job

* Required


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

Individuals seeking employment at InMobi 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 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you 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:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

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.