Every week, we look through dozens of People Ops job postings to decide which ones are worth putting on the People Ops job board.
- We’ve now vetted 1,000+ job postings for the People Ops job board over the past year.
Why it matters: Too often, it’s difficult to tell which companies are actually investing in their culture and empowering their People teams based on the job description.
Here’s what we like to see in those posts:
1. A defined set of responsibilities signals whether leadership is hiring to help with employee experience, recruiting, compliance, or people strategy needs.
- It’s a red flag if you can’t determine what the most pressing needs are based on the job description.
2. Openness to those without traditional HR backgrounds demonstrates an understanding that operational experience is often more important than credentials.
- It’s a red flag if the job posting focuses on the need for SHRM credentials or HR-specific degrees.
3. A clear articulation of how the company puts people first shows the company has been thoughtful about the organization they are building.
- It’s a red flag if the company’s explanation of culture sounds like a copy-and-paste version of another job post you’ve read (it probably is).
4. An explanation of how the People team impacts company goals suggests you will be considered a business partner.
- It’s a red flag if the job description can’t explain why employee experience is important to the company right now.
The bottom line: Looking out for these signals can help you decide what opportunities are worth your time in the job search.
- If you need inspiration for what a good People Ops job post looks like, check out Juro’s.
