People Operations Manager Jobs in California
People Operations Manager jobs in California are among the most active in the country, concentrated in technology, biotech, entertainment, and enterprise software companies, with openings at every level from coordinator-track roles through senior director. The largest hiring volumes sit in the San Francisco Bay Area, Los Angeles, and San Diego, where employers like Google, Salesforce, and Kaiser Permanente maintain significant people operations functions. The most in-demand specialties are HRIS implementation, workforce analytics, employee experience design, and HR business partnership supporting high-growth teams. Find a role that fits below and apply directly.
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SetPoint Medical’s Vice President of Human Resources sets the company’s overall people strategy by providing strategic direction and operational leadership across all aspects of Human Resources. Reporting to the CEO, this role is a trusted strategic partner and resource to the Senior Leadership Team (SLT), advising leaders on organizational effectiveness, talent strategy, leadership development, change management, and workforce planning.
The Vice President develops and executes people strategies that support organizational growth, leadership effectiveness, and business performance as SetPoint Medical scales toward becoming a public company. As a trusted advisor and resource to the CEO and Senior Leadership Team, this leader builds scalable HR programs and drives a high-performance culture rooted in accountability, collaboration, innovation, and continuous improvement while ensuring compliance with employment laws and industry regulations.
Requirements:People Strategy & Executive Partnership
- Set the company's overall people strategy, translating business objectives into workforce plans, org design, and talent priorities.
- Serve as a strategic partner to the CEO and executive team on the people implications of major business decisions (expansion, restructuring, new markets, M&A).
- Represent HR to the executive team and board, including reporting on headcount, retention, culture, and organizational health.
Organizational Design & Workforce Planning
- Lead and coordinate workforce planning and organizational design for the company, including headcount planning tied to business growth targets.
- Determine when and how to add structure (new roles, new layers, new functions) as the company scales, including decisions like the current build-out of the HR team itself.
Total Rewards & Comp Philosophy
- Develop the company's compensation philosophy and total rewards strategy, including benefits, pay equity, leveling consistency, and market competitiveness.
HR Program Direction
- Set strategic direction for core HR programs; performance management philosophy, Human Resources infrastructure priorities and policy framework.
- Review and approve company-wide policy changes and employee handbook.
HR Team Leadership
- Manage, coach, and develop HR team.
- Build out the Human Resources organization's structure over time.
Risk, Compliance & Escalation
- Partner with Legal on litigation risk, regulatory changes, and policy positions with company-wide implications.
Culture & Employee Experience
- Lead the company's overall culture and employee experience strategy, using engagement data, retention trends, and organizational health metrics to drive actionable changes as needed.
Minimum Qualifications
- Bachelor's degree in Human Resources, Business Administration, Communications, Psychology, or related field preferred; equivalent combination of education and relevant experience may be considered.
- 15+ years of progressive HR leadership experience, including experience as a strategic partner to a CEO or executive team through significant company growth or transformation.
- Demonstrated experience building and scaling an HR function and HR leadership team, including hiring and developing HR managers/directors.
- Deep knowledge of compensation strategy, workforce planning, and organizational design.
- Strong track record of using people/organizational data to inform executive-level decisions.
- Experience presenting to a board or executive leadership team on people/organizational matters.
- SHRM-SCP or SPHR preferred.
Skills & Abilities
- Demonstrated strategic thinking and strong business acumen, with the ability to align people strategies with organizational objectives.
- Proven ability to lead organizational and leadership development, workforce planning, and change management initiatives.
- Excellent communication, coaching, and influencing skills.
- Strong employee relations, conflict resolution, and problem-solving abilities, with sound judgment and discretion.
- High emotional intelligence with a collaborative, hands-on leadership style and the ability to build trust across all levels of the organization.
Physical Requirements
- Ability to perform routine physical tasks, including lifting to 20 pounds.
- Comfortable working in a sitting position and performing repetitive tasks.
Work Location and Travel
This position will report to our Company Headquarters in Valencia, CA. with minimal travel opportunities based on interest and business need.
Company Description
SetPoint Medical is a commercial-stage medical technology company dedicated to improving care for people living with chronic autoimmune diseases.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Candidates must have and maintain authorization to work within the United States as a condition of employment.
We are proud to be an equal opportunity employer and we value diversity. SetPoint does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
SetPoint Medical’s Vice President of Human Resources sets the company’s overall people strategy by providing strategic direction and operational leadership across all aspects of Human Resources. Reporting to the CEO, this role is a trusted strategic partner and resource to the Senior Leadership Team (SLT), advising leaders on organizational effectiveness, talent strategy, leadership development, change management, and workforce planning.
The Vice President develops and executes people strategies that support organizational growth, leadership effectiveness, and business performance as SetPoint Medical scales toward becoming a public company. As a trusted advisor and resource to the CEO and Senior Leadership Team, this leader builds scalable HR programs and drives a high-performance culture rooted in accountability, collaboration, innovation, and continuous improvement while ensuring compliance with employment laws and industry regulations.
Requirements:People Strategy & Executive Partnership
- Set the company's overall people strategy, translating business objectives into workforce plans, org design, and talent priorities.
- Serve as a strategic partner to the CEO and executive team on the people implications of major business decisions (expansion, restructuring, new markets, M&A).
- Represent HR to the executive team and board, including reporting on headcount, retention, culture, and organizational health.
Organizational Design & Workforce Planning
- Lead and coordinate workforce planning and organizational design for the company, including headcount planning tied to business growth targets.
- Determine when and how to add structure (new roles, new layers, new functions) as the company scales, including decisions like the current build-out of the HR team itself.
Total Rewards & Comp Philosophy
- Develop the company's compensation philosophy and total rewards strategy, including benefits, pay equity, leveling consistency, and market competitiveness.
HR Program Direction
- Set strategic direction for core HR programs; performance management philosophy, Human Resources infrastructure priorities and policy framework.
- Review and approve company-wide policy changes and employee handbook.
HR Team Leadership
- Manage, coach, and develop HR team.
- Build out the Human Resources organization's structure over time.
Risk, Compliance & Escalation
- Partner with Legal on litigation risk, regulatory changes, and policy positions with company-wide implications.
Culture & Employee Experience
- Lead the company's overall culture and employee experience strategy, using engagement data, retention trends, and organizational health metrics to drive actionable changes as needed.
Minimum Qualifications
- Bachelor's degree in Human Resources, Business Administration, Communications, Psychology, or related field preferred; equivalent combination of education and relevant experience may be considered.
- 15+ years of progressive HR leadership experience, including experience as a strategic partner to a CEO or executive team through significant company growth or transformation.
- Demonstrated experience building and scaling an HR function and HR leadership team, including hiring and developing HR managers/directors.
- Deep knowledge of compensation strategy, workforce planning, and organizational design.
- Strong track record of using people/organizational data to inform executive-level decisions.
- Experience presenting to a board or executive leadership team on people/organizational matters.
- SHRM-SCP or SPHR preferred.
Skills & Abilities
- Demonstrated strategic thinking and strong business acumen, with the ability to align people strategies with organizational objectives.
- Proven ability to lead organizational and leadership development, workforce planning, and change management initiatives.
- Excellent communication, coaching, and influencing skills.
- Strong employee relations, conflict resolution, and problem-solving abilities, with sound judgment and discretion.
- High emotional intelligence with a collaborative, hands-on leadership style and the ability to build trust across all levels of the organization.
Physical Requirements
- Ability to perform routine physical tasks, including lifting to 20 pounds.
- Comfortable working in a sitting position and performing repetitive tasks.
Work Location and Travel
This position will report to our Company Headquarters in Valencia, CA. with minimal travel opportunities based on interest and business need.
Company Description
SetPoint Medical is a commercial-stage medical technology company dedicated to improving care for people living with chronic autoimmune diseases.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Candidates must have and maintain authorization to work within the United States as a condition of employment.
We are proud to be an equal opportunity employer and we value diversity. SetPoint does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
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Find JobsPeople Operations Manager Jobs by City in California
Where California roles are concentrated, by current openings.
People Operations Manager Job Market in California
A snapshot from current California openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Manufacturing
- Food & Beverage
- Hospitality & Tourism
- Staffing & Recruiting
What California Employers Look For
The qualifications that appear most often in people operations manager jobs across California.
- Bachelor's degree in human resources, business administration, or organizational psychology required
- Three or more years of HR generalist or people operations experience in a California employer environment
- Working knowledge of California employment law including CFRA, CCPA, and paid sick leave requirements
- Experience administering HRIS platforms such as Workday, BambooHR, or Rippling
- PHR, SPHR, or SHRM-CP certification strongly preferred by most California hiring managers
- Demonstrated ability to support DEI initiatives and California-mandated pay transparency reporting
People Operations Manager Jobs in California: Frequently Asked Questions
How do you become a people operations manager in California?
Most people operations managers in California start with a bachelor's degree in human resources, business administration, or a related field and build experience as an HR coordinator or generalist. California does not require a state-issued license for the role, but earning an SHRM-CP, PHR, or SPHR credential is a common differentiator. Familiarity with California-specific employment law, including CFRA and CCPA compliance, is expected by most employers in the state.
How much do people operations managers make in California?
People operations managers in California earn a median of about $170,080 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $96,430 for the lowest 10% to over $307,600 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire people operations managers in California?
Employers hiring people operations managers in California right now include Target, Stanford University, and Ensign Services, based on current listings on Migrate Mate as of November 2026. California's density of technology headquarters, healthcare systems, and media companies means demand is spread across both established enterprises and fast-scaling startups.
Which California cities have the most people operations manager jobs?
Los Angeles, San Francisco, and San Diego have the most people operations manager openings in California. The Bay Area leads because of its concentration of technology and biotech headquarters that run large, dedicated people operations teams, while Los Angeles draws volume from entertainment, media, and a broad base of mid-market companies, and San Diego's biotech and defense sectors sustain steady hiring.
Are there remote people operations manager jobs in California?
Yes, and more than most fields, because people operations work is largely desk-based, policy-driven, and conducted over HRIS platforms that function equally well remotely. About 47% of people operations manager openings tied to California are remote or hybrid as of November 2026, reflecting how broadly distributed this role has become since pandemic-era shifts. Tasks like workforce analytics, onboarding coordination, and HRIS administration are the most consistently offered in fully remote configurations.
How can I get hired as a people operations manager in California with little or no experience?
The most realistic entry path is starting as an HR coordinator or people operations associate at a California technology or healthcare employer, where structured rotations expose you to recruiting, benefits, and compliance. Large California employers like Kaiser Permanente and Salesforce run HR associate and rotational programs designed for early-career candidates. Building HRIS proficiency in Workday or BambooHR and earning the SHRM-CP credential while in a coordinator role are the fastest ways to move into a manager-level opening.
Where can I find and apply to people operations manager jobs in California?
You can find and apply to people operations manager jobs in California on Migrate Mate, which lists current California openings across industries and metros. Find the roles that fit your background and apply directly to each employer through the listings.
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