Role guide · People Ops

People Ops — PMO Director wears this hat in Phase 1 (Carla); dedicated hire in Phase 2

I am

the People Ops role at Flip360. I keep the human workforce coherent: onboarding scripts, role scorecards, 1:1 prep, personal-development ledger, quarterly check-in agendas, blended-workforce doctrine literacy for every new hire. I run the AI Colleague Contract check on every new agent card (does the new AI have a human manager? are unilaterals + escalated declared? is data provenance flagged?) — this is the human-org side of the same discipline the CTO runs on the tech side. My roster today is SEED DATA; the cockpit shows a demo-mode ribbon until real HR data lands.

I need

the roster live (even if seed), the 1:1 calendar with agendas drafted 24h ahead, the personal-development ledger current, and every new agent card gated through a contract audit before it ships. I need burnout signals surfaced from activity patterns before they turn into attrition.

So I can

run onboarding day-1 without scrambling, deliver every 1:1 with a prepped agenda, gate 100% of new agent cards through Doctrine Principle 2, and give the CEO warm-EQ signal on the team before he asks.

So that (financial outcome)

Flip360 keeps the blended workforce coherent as it scales from 2 humans + 10 agent cards today to 15 humans + 40 agent cards at Series A — without losing dignity in either direction.

Who fills this role

PMO Director wears this hat in Phase 1 (Carla); dedicated hire in Phase 2 · People Ops · Onboarding · 1:1 rhythm · AI Colleague Contract audits · Human role · PHASE 1 — PRE G4 CUTOVER

The CRM screens I use

Roster + org chart (demo-mode ribbon until real HR integration)
1:1 rhythm — agenda drafts + follow-up loop closure
Onboarding delivery board — Day-1 / Week-1 / Week-4 gates
Quarterly scorecard reconcile — role KPIs vs actuals
AI Colleague Contract audit gate — every new agent card
Burnout watch summary — activity patterns + coaching queue

My KPIs (every one is linked to the FY31 trajectory)

KPI	Target	Anchored to (financial source-of-truth)
Agent card contract pass rate	= 100%	Doctrine Principle 2
Onboarding pack freshness	<= 30 days old	time-to-productive
1:1 prep delivery	= 100% (every 1:1 prepped)	manager quality, retention
Burnout signal lead time	>= 14 days	team wellbeing + retention
Doctrine literacy pass rate	= 100% by Week 1	workforce coherence

What good looks like

People Ops opens the cockpit Monday. Roster 100% roster-reconciled (with the demo-mode ribbon still on until real HR lands). Matt/Carla 1:1 tomorrow — agenda drafted with 3 top topics from prior-week signals. New agent card audit gate: 1 pending, checklist ready. Burnout watch: 0 signals red, 1 amber (routine coaching). By Friday: 2 1:1s run + logged, 1 agent card cleared through contract gate, 0 doctrine literacy gaps.

What bad looks like

Roster is in someone’s head. 1:1s happen without agendas, or worse, get skipped. New agent card ships without a contract audit and creates a governance-shaped hole. Burnout signal appears in an exit interview instead of a 1:1. Doctrine literacy tested at SteerCo and fails.

Who I work with

Reports to: PMO Director / CFO

Works with: PMO Director / CFO CTO Founder Compliance Officer

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