People Operations Manager jobs

About us

We are an international e-commerce company that designs and sells consumer products across several brands and sales channels. We are a lean, fast-moving team covering sourcing, supply chain, marketing and finance, and we invest heavily in data and automation.

We are growing, and we want everyone here to grow with us. This role exists to give every person clear goals, honest feedback, a visible path forward, and a culture where we hold each other to a high bar.

The role

You will build and run two things for the founder: how our people grow and are held accountable, and how the company runs week to week. About 60% of your time goes to people: KPIs for every role, a working 1:1 and appraisal cycle, career paths and a strong culture. About 40% goes to operations: running the company priorities list, the weekly leadership meeting, and follow-up on cross-team commitments so nothing stalls.

You report to the founder and work with every team lead. This is a builder role in a small company, not an administrator role in a large one.

What you will own

People (about 60%)

• Goals and scorecards. Work with each lead to give every role 3 to 5 measurable outcomes. Keep them current and visible, using the data we already track (task systems, dashboards, sales and operations reports).
• People rhythm. Set up and run weekly 1:1s, monthly scorecard reviews and quarterly growth conversations. Own the templates and the follow-up when anything slips.
• Growth paths. Define role levels and what it takes to move up. Make sure every person has a written development plan and that promotions follow it.
• Accountability and performance management. Give managers a clear, fair process for missed goals: early feedback, an improvement plan, and exit when needed. Coach managers through hard conversations so they happen early and consistently.
• Culture. Turn our values into specific behaviours. Run recognition, team rituals, a quarterly engagement pulse, and onboarding that teaches how we work here.
• Hiring support. Partner on hiring for fit: scorecards for new roles, structured interviews, practical assessments and a 30/60/90 onboarding plan for every new hire.

Operations (about 40%)

• Company priorities. Keep one live list of the company's top priorities, each with an owner, a deadline and a status. Make sure it matches what people actually work on.
• Leadership cadence. Run the weekly leadership meeting: agenda, decisions log, and action items with owners and dates.
• Cross-team follow-through. Chase commitments that span teams (for example sourcing, supply chain and marketing on a product launch) and escalate early when something is blocked.
• Founder leverage. Take recurring coordination off the founder's plate, prepare decisions with the facts and options laid out, and track that decisions get carried out.
• Process fixes. When the same problem repeats, find the cause and fix the process, then write it down so it sticks.

Your first 90 days

• By day 30: meet every person one to one. Build the company priorities list with the founder and take over the weekly leadership meeting. Draft scorecards for every role and agree them with each lead.
• By day 60: weekly 1:1s and monthly scorecard reviews are running across the company. Every priority has an owner, a date and a status, reviewed weekly. The first engagement pulse is done and its results are shared.
• By day 90: first quarterly growth conversations are complete and every person has a development plan. A draft levels framework is ready for founder sign-off. You have fixed at least two repeating cross-team problems at the process level.

How success is measured (at 6 months)

• 100% of roles have a current, agreed scorecard
• 90% or more of scheduled 1:1s actually happen
• 100% of people have a written development plan
• Every missed-goal case is handled through the process within 30 days
• Quarterly engagement pulse score is up from the first baseline
• 85% or more of new hires are in role and on track at 90 days
• 80% or more of company priorities are delivered by their agreed date
• 85% or more of leadership action items are closed by their due date
• Founder hours spent on coordination and follow-up are down at least 30%

Who you are

Must have

• 5 to 10 years of experience, including at least 2 years building KPI, appraisal or OKR systems yourself at a startup or a company of 20 to 150 people.
• You can show a system you designed and launched (a KPI framework, an appraisal cycle, a career ladder) and what changed because of it.
• Operations experience: you have run a leadership meeting, a priorities tracker or a PMO-style cadence and kept owners to their dates.
• Strong with data: you build KPI dashboards in Google Sheets or Excel and use them to drive decisions.
• Direct and fair. You can tell a manager or a peer something they do not want to hear, kindly and early.
• Excellent written and spoken English. You will work closely with international colleagues.
• A bachelor's degree is required. A degree from a top institution such as LUMS, IBA, GIKI or NUST, and an MBA (HR, Operations or General Management), are strongly preferred. A proven record of building KPI and appraisal systems matters more than any credential.

Nice to have

• Experience in e-commerce, consumer products, or a fast-growing tech or export company.
• Coaching or manager-training experience.
• Familiarity with ClickUp or similar task tools, and with Google Workspace.

Who we are not looking for

Please do not apply if your experience is mainly in one of these areas. They are important jobs, but not this one.

• HR administration: payroll, attendance, leave, EOBI or social security filings, employee files.
• Recruitment only: sourcing CVs and scheduling interviews without owning performance or growth.
• Executive assistant or PA: calendar, travel and correspondence support.
• Admin or facilities management: office, transport, vendors and supplies.
• E-commerce freelancing or virtual assistant work: marketplace account management, product hunting or ads management.

In this role, managers and the founder own the decisions and consequences. You build the system that makes those decisions fair, early and consistent, and you coach managers to use it.

Details

• Reports to: Founder
• Type: Full time, permanent
• Location: Remote, anywhere in Pakistan
• Compensation: PKR 450,000 to 650,000 per month, plus a performance bonus of up to 50% tied to the measures above

ur hiring process has four steps:

• 1. Online assessment (about 45 minutes)
• 2. Phone screen (30 minutes)
• 3. Take-home assignment: draft KPIs for 3 roles and a 1:1 template
• 4. Final interview, including a walkthrough of your take-home assignment

Pay: Rs450,000.00 - Rs650,000.00 per month

Work Location: Remote