ABOUT B/SPOKE STUDIOS
B/SPOKE Studios is a boutique fitness company with five locations across Massachusetts. We deliver community-driven fitness experiences powered by a team of instructors and studio staff who care about what they do. As we grow, we’re building a people function that’s modern, efficient, and actually useful, not one that exists for the sake of having one.
THE ROLE
B/SPOKE Studios is hiring our first full-time People Operations hire to help support our growth and the team. This position will take our existing systems and processes and elevate them in terms of system, process, structure, automation, and AI to provide a more seamless and elevated employee experience.
You’ll partner with our current part-time People Ops Specialist during a transition period to get up to speed, absorb institutional knowledge, and take the reins. Your Responsibilities
People Operations: Maintain & Optimize
Our people operations foundations are in place and our current tech stack includes Gusto. Your role is to take what exists, optimize it, automate where possible, and create a more seamless experience for the team.
- Employee Support: Build and maintain strong relationships with employees at all levels, fostering a positive and inclusive work environment. Serve as a first point of contact for employee HR questions and maintain internal HR documentation and resources.
- Onboarding/Offboarding: Own and improve the end-to-end onboarding and offboarding experience across all five locations, ensuring consistency and a strong first (and last) impression
- Benefits: Administer and support benefits enrollment, questions, and ongoing management, with a focus on execution rather than strategy or plan design
- Leave Management: Manage leave requests, tracking, and compliance across all locations and employment types
- Payroll Partnership: Review payroll for accuracy and flag issues, but you won’t be processing payroll directly; Gusto is our current platform and you’ll partner closely with the team that runs it
- Tech Stack: Own the HR tech stack by evaluating tools, managing integrations, driving adoption, and identifying opportunities for automation and AI to reduce manual work
- Compliance: Ensure compliance with Massachusetts and federal employment law and stay current on requirements, with the ability to get up to speed on other states as we expand.
- HRIS & People Analytics: Administer and optimize the HRIS (Gusto), ensuring accurate employee data and efficient workflows. Build and maintain people data dashboards and reports as needed.
HR Programs: Build & Scale
Some of these programs are in progress and others need to be formalized. You’ll take what exists, bring consistency, and build structure without over-engineering it.
- Performance Management: Stand up a performance management cycle that works for a multi-site fitness business with a large part-time workforce, including goal-setting, feedback cadences, and review processes
- Engagement: Design and run engagement surveys, analyze results, and translate them into meaningful action rather than just data collection
- Compensation Reviews: Build a recurring compensation review process that’s fair, consistent, and grounded in market data
- Feedback Loops: Create lightweight, repeatable feedback mechanisms that give the team a real voice without adding unnecessary process
WHO YOU ARE
We care less about how many years you’ve been in HR and more about how you think, how you work, and what you’ve actually built or improved.
Qualities
- Ownership and Autonomy: You move toward problems rather than away from them, and you don’t need someone to hand you a playbook or check your work to get things done
- Systems Thinking: You can look at a messy process and see the version of it that’s clean, repeatable, and doesn’t need you to babysit it
- Judgment: You know the difference between a coaching conversation and a documentation conversation without needing someone to tell you which is which, and you handle sensitive situations with care and discretion
- Direct Communication: You say what you mean, ask for what you need, and don’t hide behind HR jargon or corporate speak
- AI and Automation: You’re drawn to the potential for agentic HR, whether that’s automating onboarding workflows, building self-service tools for managers, or using AI to reduce the manual work that bogs down small teams. You don’t need to be technical, but you should be excited about what’s possible and ready to partner with leadership to build it.
- Quality Over Quantity: You would rather do fewer things that actually land than run a full calendar of programs that don’t, and you think about engagement as meaningful touchpoints rather than checking boxes
Experience
- Experience: 6-10 years of People Operations experience
- Agile Problem Solver: You are comfortable in a dynamic, high-growth environment. You stay organized when priorities shift and can manage multiple workstreams simultaneously.
- Detail-Oriented: You have an obsessive eye for accuracy, viewing yourself as a critical line of defense for data integrity.
- Strategic Thinker: You look for the "why" behind a task and how the effects of a task upstream and with count and enjoy finding ways to make manual processes more efficient.
- High Agency: You are a self-starter who takes ownership of your work and proactively seeks out solutions before escalating issues.
- Disciplined Project Leader: You possess strong organizational hygiene and the ability to move a project from concept to completion. You don’t just manage tasks; you manage timelines, stakeholders, and expectations. You are skilled at breaking down complex People initiatives into actionable steps, ensuring nothing falls through the cracks even when navigating shifting priorities.
- Building and Improving: You’ve built or meaningfully improved people processes and programs from scratch, not just inherited a system but actually made one better
- Deskless Workforces: You’ve supported large part-time and/or deskless workforces in industries like fitness, retail, hospitality, or food service, and you understand the dynamics that come with it: high turnover, scheduling complexity, distributed teams, and engagement that can’t rely on Slack messages
- Multi-Location: You’ve worked across multiple locations or sites and know how to create consistency without rigidity
HOW THIS ROLE WORKS
You’ll report to the Head of People, who operates fractionally and will give you the space and autonomy to own the day-to-day of the function. The role is largely remote, with occasional on-site visits to our studio locations as needed.
Your first priority will be partnering with our departing HR Specialist to ensure a smooth transition, absorb institutional knowledge, and take the reins. From there, you’ll own the function, make decisions, and drive it forward.
Over time, there’s a clear path to grow beyond the day-to-day, including hiring and managing a direct report as the function scales, and we want someone who’s thinking about that trajectory.
B/SPOKE Studios is an equal opportunity employer. We welcome candidates of all backgrounds and experiences.