People Operations Manager, Data & Reporting

Who are we? Cohere is the leading security-first enterprise AI company. We build cutting-edge foundation AI models and end-to-end products that are designed to solve real-world business problems. We’re training and deploying frontier models for enterprises who are building AI systems. We believe that our work is instrumental to the widespread adoption of AI and we are looking for folks that want to be part of that. We obsess over what we build. Each one of us is responsible for contributing to increasing the capabilities of our models and the value they drive for our customers. Cohere is a team of researchers, engineers, designers, and more, who are all passionate about their craft. We are a global technology company headquartered in Toronto with key offices in London, New York City, San Francisco, Montreal, Paris, Berlin and Seoul. Join us! Why this role? We're hiring a People Operations Manager to own our People data and the reporting built on top of it, alongside a slice of the operational work that generates it. Cohere is scaling fast and leadership needs numbers they can trust. Today those numbers take too long to produce and they don't always agree with each other. Reporting is only as good as the data underneath it, which is why this role runs real processes as well as reporting on them. This is a hands-on building role. You will own headcount, attrition and cost reporting, define what our metrics actually mean, and own benefits administration and employee records end to end. You will own the answer, not just the spreadsheet. A useful lens; this role means nobody has to debate whose number is right. You'll join a small HR Operations team during our Rippling implementation, which means greenfield opportunity and real influence over how our data is structured for the next few years. What you'll do Own the numbers - Own headcount, attrition and people cost reporting end to end - Build the exec and board level reporting our leadership relies on - Define what our metrics mean, rather than producing whatever is asked for Fix the data underneath - Reconcile People and Finance headcount, and keep them reconciled - Clean up the taxonomies that make reporting unreliable, starting with termination reasons - Chase the data quality problems nobody has asked you to chase - Build the checks that stop bad data entering in the first place Own the data model - Own our employee data model, definitions and governance - Work with the HRIS team so the system supports the reporting we need - Push and challenge current systems to meet your data vision Own benefits administration and records - Own US and global benefits administration, renewal cycles and open enrolment - Own employee records, employment verification and data requests - Support the front line team who handle day to day employee questions Make reporting self-serve - Automate the recurring reporting so it produces itself - Give managers and leaders access to their own numbers - Reduce the number of requests that need a person at all Build for what's coming - Produce reporting that stands up to audit and external diligence - Work with Finance and IT on the controls and evidence our data needs to carry - Design for a company several times our current size Manage a team - Led and developed a high-performing team through regular coaching, feedback, and performance management while maintaining team cohesion and morale - Managed day-to-day operations and resource allocation for a small team, balancing project priorities, resolving conflicts, and ensuring timely delivery of deliverables within budget constraints You may be a good fit if you - 5+ years of people analytics and reporting experience, within fast-paced, scaling environments - Meaningful experience delivering people operations solutions across all aspects of the talent journey - Experienced in HRIS implementation or migration - Experience building reports from scratch - Proactively identify and resolve data quality issues, maintaining high standards for clean, reliable analytics data - Effectively communicate data insights by explaining numerical findings, their source methodology, and rationale for discrepancies with alternative interpretations - Write clearly and document by default - Have run operations across multiple countries and entities, including EOR or contractor populations - Are comfortable anywhere across the employee journey, from hire to exit - Pick up new tools quickly and become the person others ask - Enjoy building elegant solutions to messy operational problems Bonus if you have - Worked in Rippling, or implemented it - People management experience - Built reporting in a BI tool, or worked comfortably in SQL - Been in a company through IPO readiness or SOC 2 and SOX preparation What we're not looking for Someone who waits for a report request and fills it. This role decides what we measure and makes the underlying data good enough to trust. If you wou

5+ years of people analytics and reporting experience, within fast-paced, scaling environments. Meaningful experience delivering people operations solutions across all aspects of the talent journey. Experienced in HRIS implementation or migration. Experience building reports from scratch. Proactively identify and resolve data quality issues, maintaining high standards for clean, reliable analytics data. Effectively communicate data insights by explaining numerical findings, their source methodology, and rationale for discrepancies with alternative interpretations. Write clearly and document by default. Have run operations across multiple countries and entities, including EOR or contractor populations. Are comfortable anywhere across the employee journey, from hire to exit.

Own the numbers: headcount, attrition and people cost reporting end to end; build the exec and board level reporting; define what metrics mean. Fix the data underneath: reconcile People and Finance headcount; clean up taxonomies; chase data quality problems; build data-entry checks. Own the data model: manage employee data model, definitions and governance; collaborate with HRIS; push for data vision across systems. Own benefits administration and records: US and global benefits administration, renewal cycles and open enrolment; employee records, employment verification and data requests; support front-line team. Make reporting self-serve: automate recurring reporting; give managers access to their numbers; reduce ad-hoc requests. Build for what's coming: reporting that stands up to audit and external diligence; collaborate with Finance and IT on controls; design for growth.