People and Operations Manager

Expectations of a People and Operations Manager

Our People and Operations Manager will lead our efforts to standardize and streamline operations, hiring and staffing, implement and manage systems for developing our staff both professionally and personally, and promote and reinforce a positive company culture while fostering a supportive and inclusive workplace environment. They will be responsible for designing and managing the recruitment and hiring processes, collaborating with all levels of the organization to optimize development and retention, maintaining highly competitive and user-friendly compensation and benefits programs, and ensuring compliance with legal and regulatory requirements in related areas.

Key responsibilities include:

Develop and execute talent acquisition strategies to attract and retain top talent nationwide from diverse personal and professional backgrounds, including sourcing, screening, interviewing, scheduling, and selection processes
Collaborate with all levels of the organization to optimize the employee engagement and experience interface, including establishing best practices around compensation and benefits, development and training, creating opportunities for bonding and team-building in the workplace and surrounding community, promoting strong ethical and moral values, and helping manage internal employee communications and feedback
Lead outreach and engagement for ADL open innovation challenges and other client projects that require engagement with the startup ecosystem
Staffing forecasting and analysis, coordinating with senior management on targeted project staffing and areas of human resource needs
Support project-level administrative needs, including but not limited to vendor management, budget projections and tracking, and administrative communications
Continue to enhance HR policies and procedures that align with the company mission and vision and support a positive work environment
Ensure compliance with all federal, state, and local legal and regulatory requirements related to compensation, benefits, and employment

Ideal candidates will have the following characteristics:

Ideally, with 5+ years of experience in HR or related roles, relevant certifications and training a plus
Past experience in high-growth professional services and/or venture-backed company environments
Experience with and knowledge of employee-related diversity, equity, and inclusion programs
Proven ability to quickly learn and adapt to new systems, processes, and technologies and to effectively apply new knowledge to complex problems and situations
Self-starter who is highly motivated, principled, and responsive and thrives under limited guidance in uncertain situations
A strong and polished writing/communication style with an advanced command of the English language
Substantive community and extracurricular participation, including working effectively in challenging and diverse group/team settings

If this sounds like you, we’d love to meet you!

Location: Boston, MA (Hybrid-Remote)

Company Description:

The DNA of ADL

The ideal ADL teammate gets fired up about applying technology to make the world more sustainable and believes that better leveraging the power of entrepreneurship can change the world. Our core areas of focus include infrastructure-heavy sectors such as energy (utilities, distributed energy), buildings (building materials, advanced construction, prefab/offsite), and transportation (EVs, public transit).

ADL is not a traditional consulting firm; we are a team of entrepreneurs that constantly seek opportunities to build stronger bridges between legacy-sector clients and startup stakeholders to help critical sectors modernize. Folks with a passion for creating new business models and accelerating the commercialization of novel concepts in legacy industries perform particularly well at ADL, especially those with practical experience in our core industries and/or significant start-up exposure.

While we love working with folks who take a structured approach to problem-solving - as you’d expect among those with traditional consulting experience - ADL’s teammates tend to feel constrained by a traditional consulting environment. We have a bias toward action! We don’t just want to create a plan for new market entry (though we do that exceptionally well); we want to actually help launch NewCos and new lines of business. We don’t just want to run an open innovation challenge; we want to creatively structure the agreements that are likely to break down the traditional barriers between legacy companies and scrappy innovators.

We highly value diversity, equity, and inclusion as vital parts of our company DNA. Our vision is to continue building an organization that provides the opportunity to utilize all relevant perspectives and experiences.