Senior Talent Operations Specialist

This position is with Manifest Global , which also includes trailblazer brands such as Cialfo, Explore, BridgeU, FlowAI, Kaaiser and Edugo. What This Role Is Talent Operations touches the entire distance between the day someone accepts an offer and the day they eventually leave, onboarding, payroll, policy, workplace, travel, global mobility, the data and systems that hold all of it together. Most companies split this work across several dedicated teams. Manifest asks a small, sharp team to hold all of it at a standard that doesn't slip, and increasingly, to run it on AI and automation as the default way of working, not a talking point bolted onto an old process. This matters beyond keeping the trains running. Talent Operations is the function every employee touches constantly and every executive assumes just works, until it doesn't. And for a company that grows partly through acquisition, this function is where a good deal quietly becomes a bad one or a genuinely smooth integration, because onboarding, payroll, and systems migration are where new employees actually experience whether the acquisition was handled with care. This role owns a real slice of that map, allocated as you join, and is built for someone who can move fluidly across it rather than specializing narrowly in one lane. You bring data and AI-native tools to bear on operational work that most companies still run manually, which is exactly what lets a team this size hold a scope this wide. You own making the operational backbone of the employee experience run the way Manifest's own product does: systemized, data-informed, and genuinely good. What Makes This Role Different Most Talent Operations roles let you go deep in one lane and stay there, payroll people stay in payroll, onboarding people stay in onboarding. This one deliberately doesn't. You're a true generalist across the full employee lifecycle, which means a faster learning curve, far more exposure than a specialist track ever offers, and real involvement in acquisition integration work most people in this function don't get near until much later in their careers. The Manifest ecosystem means your generalist range gets used across five brands and multiple geographies, not one company's steady-state operations. Every acquisition, every new market, every policy that has to work across jurisdictions is a chance to actually use the breadth you bring, not a complication to work around. What You Own Employee Lifecycle Operations Own onboarding and offboarding end to end, making both feel deliberate rather than administrative Own employee contract management with the accuracy and care that a growing, multi-country team requires Build the muscle memory that makes lifecycle transitions consistent regardless of which brand or market someone sits in Policies, Compliance, and Rewards Own policy design and compliance across every jurisdiction Manifest operates in, treating this as a genuine standard, not a formality Partner on compensation, benefits, and payroll accuracy, understanding that this is the part of the employee experience with zero tolerance for error Own rewards and recognition programs that actually reflect the culture Manifest wants, not a generic points system Workplace, Travel, and Employee Support Own the systems behind business travel, global mobility, and the talent helpdesk that employees rely on when something isn't working Be the person who makes navigating Manifest's operational systems feel simple, even when the underlying complexity, multiple brands, multiple countries, isn't Partner closely with the workplace function so the physical and operational experience of working at Manifest feels like one coherent thing, not several disconnected systems Data, Systems, and AI-Native Operations Own the platforms, data, and automations that run Talent Operations, treating this as core infrastructure, not an afterthought Bring genuine AI fluency to how operational work gets done, identifying where automation should replace manual process rather than just supplement it Own talent analytics and insights that give the Talent team, and the business, an honest, current read on the state of the employee experience Project and Vendor Management Own cross-functional Talent Operations projects end to end, including the operational side of acquisition integrations as Manifest grows Manage vendor relationships with real discipline, holding external partners to the same standard Manifest holds itself Run