Job description

Who we are : Nitra's mission is to build a more efficient healthcare system and the technology that makes it possible. Our goal is to provide an ecosystem of fintech and software solutions that help doctors better manage their practices, so they can have time back to focus on what matters to them most. We operate with urgency, intensity, and ambition. The bar is high because the opportunity is massive. We expect excellence, ownership, and intellectual rigor from every team member. We move fast, make bold decisions, and hold ourselves accountable to results. At the same time, we believe great companies are built on trust and respect. Every voice matters. Every contribution counts. When we win, we win together. We are scaling rapidly and on a clear trajectory toward becoming a unicorn this year — and beyond. Our growth is not accidental; it’s the result of disciplined execution, relentless focus, and a team that refuses to settle. We are building a category-defining company, and we’re looking for people who want to do the most meaningful work of their careers. If you want comfort, this isn’t the place. If you want impact, ownership, and the chance to help build a generational fintech company, welcome. Nitra was created by unicorn founders who have successfully scaled to thousands of customers and exited $1B+ public offerings. They are joined by an ambitious and experienced team from American Express, Citi, PayPal, Capsule, Plaid, Bloomberg, Meta, Facebook, and Mastercard. The team is backed by some of the world’s leading VCs (Andreessen Horowitz, NEA, etc.) and is supported by an expert group of advisors including the cofounders of Square and Xendit, executives from Intuit, former Governors, White House senior staffers, and a co-founder of CityMD. Nitra maintains a hybrid work policy, with team members working from the office four days per week and Wednesdays designated as a work-from-home day. We're looking for: A People Operations Associate to serve as a founding member of Nitra’s People function and build the operational backbone of HR from the ground up. As a Series B company scaling toward unicorn status, we need someone who can stand up the systems, processes, and programs that allow us to hire, develop, reward, and retain exceptional people at pace — without slowing the business down. This is a rare, high-ownership opportunity to define how a category-defining company runs its People operations. You won’t be inheriting a playbook; you’ll be writing it. You’ll own the infrastructure behind performance reviews, compensation, onboarding and offboarding, compliance, and manager and leadership enablement — partnering directly with leadership across the company. We’re looking for a high-achieving, detail-obsessed operator who treats People Ops as a discipline of systems and rigor, not just policy. Your responsibilities will include: Build core People Ops infrastructure — stand up and own the HRIS, employee records, policies, and the workflows and documentation that keep a fast-growing org running cleanly and compliantly. Design and run performance review cycles — build a structured, defensible performance management process end to end, including calibration, manager guidance, and the cadence and tooling behind it. Own compensation analysis and structure — support benchmarking, leveling frameworks, and compensation bands; help operationalize merit, promotion, and equity processes with consistency and rigor. Create a world-class onboarding experience — design and run structured onboarding so every new hire ramps quickly, understands the bar, and feels set up to win from day one. Manage offboarding — run a thoughtful, compliant offboarding process that protects the company and treats departing team members with respect. Drive team enablement and manager and leadership training — build and coordinate programs that level up managers and leaders, from new-manager fundamentals to ongoing development. Own HR compliance — maintain compliance with federal, state, and multi-state employment requirements, including leave, classification, and recordkeeping, and keep policies current as we scale. Build people analytics and reporting — establish the metrics, dashboards, and reporting that give leadership visibility into headcount, retention, performance, and the health of the org. Be a trusted point of contact — serve as a go-to resource for employees and managers on People matters, handling sensitive situations with discretion, judgment, and care. Partner cross-functionally — work closely with leadership, recruiting, finance, and operations to ensure People programs reinforce the way the business actually runs. You have: 3+ years of experience in People Operations, HR, or a closely related operations role, ideally at a startup or high-growth environment. A track record of building processes and infrastructure from scratch — you’ve created systems where none existed, not just maintained existing ones. Hands-on experience across the People Ops stack: HRIS administration, performance review cycles, onboarding/offboarding, and compliance. Comfort working with data and analysis — you can pull, structure, and reason about compensation benchmarks, headcount, and people metrics, and turn them into clear recommendations. Strong working knowledge of US employment law and HR compliance, including multi-state considerations. We offer: Equity - Everyone at Nitra is an owner. When the company wins, you win Competitive Salary - You’re the best of the best, and your salary will reflect your experience and reward your contributions to Nitra Health Care - Your health comes first. We offer comprehensive health, vision, and dental insurance options. Retirement Benefits - Your financial stability matters to us so we provide a generous employer 401K match Nitra maintains a hybrid work policy, with team members working from the office four days per week and Wednesdays designated as a work-from-home day. The base salary range for this full-time position is $85k - $120k + bonus + equity + benefits. Our salary ranges are determined by role, level, and location. The range displayed reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Please note that the compensation details listed reflect the base salary only, and do not include bonus, equity, or benefits. Nitra values diversity. We are committed to equal opportunities and creating an inclusive environment for all our employees. We welcome applicants regardless of ethnicity, national origin or ancestry, gender, race, religious beliefs, disability, sex, sexual orientation, age, veteran status, genetic information, citizenship, or any other characteristic protected by law.

Requirements

Must-haves

Build core People Ops infrastructure — stand up and own the HRIS, employee records, policies, and the workflows and documentation that keep a fast-growing org running cleanly and compliantly.
Design and run performance review cycles — build a structured, defensible performance management process end to end, including calibration, manager guidance, and the cadence and tooling behind it.
Own compensation analysis and structure — support benchmarking, leveling frameworks, and compensation bands; help operationalize merit, promotion, and equity processes with consistency and rigor.
Create a world-class onboarding experience — design and run structured onboarding so every new hire ramps quickly, understands the bar, and feels set up to win from day one.
Manage offboarding — run a thoughtful, compliant offboarding process that protects the company and treats departing team members with respect.
Drive team enablement and manager and leadership training — build and coordinate programs that level up managers and leaders, from new-manager fundamentals to ongoing development.
Own HR compliance — maintain compliance with federal, state, and multi-state employment requirements, including leave, classification, and recordkeeping, and keep policies current as we scale.
Build people analytics and reporting — establish the metrics, dashboards, and reporting that give leadership visibility into headcount, retention, performance, and the health of the org.
Be a trusted point of contact — serve as a go-to resource for employees and managers on People matters, handling sensitive situations with discretion, judgment, and care.
Partner cross-functionally — work closely with leadership, recruiting, finance, and operations to ensure People programs reinforce the way the business actually runs.
3+ years of experience in People Operations, HR, or a closely related operations role, ideally at a startup or high-growth environment.
A track record of building processes and infrastructure from scratch — you’ve created systems where none existed, not just maintained existing ones.
Hands-on experience across the People Ops stack: HRIS administration, performance review cycles, onboarding/offboarding, and compliance.
Comfort working with data and analysis — you can pull, structure, and reason about compensation benchmarks, headcount, and people metrics, and turn them into clear recommendations.
Strong working knowledge of US employment law and HR compliance, including multi-state considerations.
Equity - Everyone at Nitra is an owner. When the company wins, you win
Competitive Salary - You’re the best of the best, and your salary will reflect your experience and reward your contributions to Nitra
Nitra maintains a hybrid work policy, with team members working from the office four days per week and Wednesdays designated as a work-from-home day.

Nice-to-haves

None flagged.

Application prep

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Keywords to mirror

Platform: lever
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401k