People Operations Manager at ACI Learning

Join the ACI Learning Adventure!

Our Mission

Welcome to a new era of learning, where individuals and organizations come to transform goals into measurable success. At ACI Learning, we believe that anything worth doing is worth leading the way—with innovation, exceptional experiences, and impactful results.

We provide a full ecosystem of learning and development solutions that empower people and businesses to lead with confidence, learn with purpose, and achieve outcomes that matter. Join us, and together, we'll shape the future of skill-building and professional growth.

The ACI Team

Imagine collaborating with over 200 of the brightest minds who are passionate, grounded, and dedicated to shaping the future of eLearning. Together, we're not just a team; we're a movement in one of the most exciting times in tech.

Purpose-Driven Culture

At ACI Learning, work isn’t just a job. It’s a passion we pour into every project, every day. We celebrate creativity, innovation, and the joy of doing what we love.

Your Opportunity

Are you ready to be part of something transformative? Dive into a world of collaboration, growth, and endless potential. Apply now and help lead the change!

Who We Are

ACI Learning is a leading provider of audit, cybersecurity and IT training solutions, empowering individuals and organizations worldwide to improve their technical capabilities and their cybersecurity with compelling and comprehensive training. Our leadership position extends even further to our new SaaS Learning Platform myACI that goes beyond audit, cyber and IT training to provide organizational and individual knowledge assessment, analytics and training delivery with integrated AI to understand capabilities and skill gaps for organizations.

The Role

This is a broad, independently-run People Operations seat with real ownership over how it works, not a narrow lane where someone else makes the calls. Talent acquisition is the biggest focus (~60%), with payroll (~10%) and performance management, employee relations, advisory, and systems administration rounding out the rest (~30%).

This role is built as a first step, not a ceiling. There's real room to grow, whether that's building out a team, expanding scope, taking on compensation management for candidates who bring that background, or stepping into a more senior seat down the line. It's an especially strong move if you're already operating above your current title and ready for the autonomy and official scope to match, or if you're a talent acquisition professional looking to expand into the rest of People Operations.

One requirement we won't bend on: AI has to be part of how you work, not a tool you've heard of. If you haven't used AI to speed up sourcing, screening, payroll, or HR documentation, this isn't the seat.

What You'll Own

Talent Acquisition (~60%)

Full-cycle recruiting ownership for all open requisitions: sourcing, screening, interview coordination, offers, and candidate communication
Direct accountability for time to fill and requisition throughput across the org
Proactive, consistent hiring manager support, including setting and managing expectations when volume or market conditions create friction
Building a recruiting process and funnel that holds up under increasing volume without needing headcount added every time things get busy
Using AI tools to speed up sourcing, screening, and candidate communication without sacrificing candidate experience

Payroll (~10%)

Biweekly payroll processing and administration, run efficiently and accurately
Expected to use AI tools to streamline payroll execution, not process it the slow, manual way
Coordination with Finance on payroll-adjacent compliance (tax withholding, multi-state SUI, income withholding orders) as needed

Performance Management, Employee Relations, Advisory & Systems Administration (~30%)

Supporting performance management processes and documentation across the organization
Employee relations casework, with appropriate judgment on when to escalate versus resolve independently
Serving as a People Ops advisor to managers and directors org-wide, including those outside your reporting line
Acting as one of our primary admins for the People Ops systems environment, including the HRIS, ATS, and other related platforms: configuration, workflow setup, permissions, data integrity, and ongoing maintenance
Keeping those systems configured to match our actual needs as they evolve, rather than letting configuration drift from how the business actually works
Identifying where current People Ops processes won't hold up as the company scales, and building the fix before it's a crisis

Backup Support & Cross-Training

Beyond the three focus areas above, you'll also cross-train across other parts of the People Operations function so you can provide backup support where needed, including:

Onboarding and offboarding
Promotions
Records management
Other People Operations processes as they come up

This isn't a stretch ask on top of an already full plate, it's intentional. Over time, the expectation is that you grow into full ownership and management of HR and people-related processes across the function, operating in close alignment with the strategic direction and oversight the VP of People Operations provides. Someone who takes this on well has a real path toward a Director-level role down the line.

Minimum Qualifications

5-8 years of experience in People Operations/HR, including direct, hands-on ownership of a Talent Acquisition function, not just support or coordination within one
Bachelor's degree in Business, Human Resources, or a directly related field, or equivalent additional directly related work experience in lieu of a degree
Demonstrated use of AI tools in actual recruiting or HR workflows; be ready to talk specifics, not just familiarity
Strong analytical, problem-solving, and critical thinking skills; you treat recruiting like a process to be measured and improved, not a queue to be worked
A track record of moving requisitions quickly and keeping time-to-fill down, ideally with numbers to back it up
Comfortable operating independently across multiple functions with minimal oversight
Strong written and verbal communication skills, including the ability to advise managers and directors outside your reporting line with credibility

Preferred Qualifications

SHRM-CP/SHRM-SCP or PHR/SPHR (HRCI) credential; very strong preference, though not an automatic disqualifier for an otherwise exceptional candidate
Hands-on administration experience with an ATS (Greenhouse or similar) and/or an HRIS (HiBob or similar), beyond end-user familiarity; comfortable owning configuration and system upkeep, not just using what's already set up
Payroll processing experience, ADP or comparable platform; willingness and aptitude to take it on and run it efficiently with AI assistance matters more than prior tenure
Experience with employee relations casework and performance management process design
Experience building or significantly improving a recruiting function's process or systems from scratch, rather than operating inside one that was already built
Background in a lean or rapidly scaling organization where you've had to build structure without a large team behind you
Compensation management experience (benchmarking, pay bands, equity); not expected on day one, but a strong bonus and a natural area for this role to grow into for the right candidate

This description covers the major, most essential areas of responsibility for this role. It isn't an exhaustive list of every task, and as both you and the function grow, expect the scope of what you own to grow right along with it.

At ACI Learning, we offer a competitive, experience-driven salary range that aligns with your qualifications and contributions. To that end, the posted salary range reflects our most reasonable assumption of pay for this position at the time of posting.

Pay range

$90,000—$110,000 USD