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!

WHO ARE WE?

Our mission is to scale intelligence to serve humanity. We're training and deploying frontier models for developers and enterprises who are building AI systems to power magical experiences like content generation, semantic search, RAG, and agents. We believe that our work is instrumental to the widespread adoption of AI.

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. We like to work hard and move fast to do what's best 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 co-headquartered in Toronto and San Francisco, with key offices in London, New York City, Montreal, Seoul, Germany and Paris.

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

Responsibilities

• 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
• 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 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 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
• 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
• Produce reporting that stands up to audit