About the role
Olema Oncology is a clinical-stage biopharmaceutical company committed to transforming the standard of care and improving outcomes for patients living with breast cancer and beyond. With our transformation into a fully integrated oncology company well underway, it’s an exciting time to be part of Team Olema. Our lead product candidate, palazestrant, is a novel, orally available complete estrogen receptor antagonist (CERAN) and selective estrogen receptor degrader (SERD) currently in two pivotal Phase 3 clinical trials. We expect top-line data from OPERA-01, our ongoing Phase 3 trial of palazestrant as a monotherapy in patients with second- or third-line ER+/HER2- metastatic breast cancer (MBC), in Q1 2027 which, if positive, could lead to our first potential approval and commercial launch in 2028. OPERA-02, our Phase 3 trial of palazestrant in combination with ribociblib in patients with frontline ER+/HER2- MBC, is enrolling patients. Together with its mechanism of action, pharmacokinetic properties, and the potential to demonstrate activity in both ESR1 wild-type and mutant tumors, palazestrant could transform the metastatic breast cancer treatment paradigm and provide access to a $15 billion global market opportunity. Our follow-on product candidate, OP-3136, is a potent KAT6 inhibitor with the potential to generate further value and meaningfully impact the metastatic breast cancer treatment landscape – particularly in combination with palazestrant. We recently presented encouraging Phase 1 monotherapy data from this program across multiple solid tumor types, are advancing patient enrollment in the ongoing combination arms in MBC, and expect to initiate a Phase 1 study of OP-3136 in combination with Bayer’s darolutamide in metastatic castration-resistant prostate cancer by the end of this year. Aspiring to transform the metastatic treatment paradigm is an ambitious endeavor that requires a resolute approach to developing better therapies and passionate colleagues dedicated to helping the patients we serve feel better, longer. Team Olema possesses a deep commitment to a shared purpose, the sustained pursuit of excellence, cultivating the courage required to advance our programs, the drive to succeed, and a collective capacity for adaptability through learning, growth, and evolution. We are a small group of nimble self-starters who bring consistency in our quest for the extraordinary every single day. If you’re ready to be part of a tenacious, courageous, agile, and growing team, join us in making a profound impact, together – for our patients, for your career, and for what’s beyond. About the Role >>> Senior Manager People Systems and Operations The Senior Manager People Systems and Operations is a strategic and hands-on leader responsible for the design, optimization, and management of Olema’s HR technology ecosystem. This role serves as the central point of expertise across HR, Talent Acquisition, IT, and Finance systems, ensuring data integrity, scalable reporting, and seamless system integrations. This individual will play a critical role in advancing Olema’s HR data maturity - from largely manual, reactive reporting to automated, insight-driven analytics that inform organizational health, workforce planning, and executive decision making. This role will also drive the evolution of HR systems and processes to support business growth, scalability, and cross-functional needs. This role is based out of our San Francisco office. Your work will primarily encompass: HR Systems Leadership & Optimization Serve as the primary owner and subject matter expert for all HR systems, including BambooHR, Culture Amp, Greenhouse, OrgChart, Pave, ADP, and related platforms. Lead system configuration, testing, troubleshooting, and ongoing enhancements. Manage onboarding and offboarding workflows across systems to ensure a seamless employee experience. Conduct regular data audits to maintain accuracy, compliance, and system integrity. Oversee system implementations (e.g., OrgChart, Pave) and lead future HR technology rollouts to expand capabilities. Manage HRIS vendors, including contract renewals and performance oversight. Continuously evaluate and implement new tools and system enhancements to support organizational scale and efficiency. Cross-Functional Systems Integration (HR, IT, Finance) Partner with IT to manage and expand system integrations (e.g., Okta, BambooHR, ADP), ensuring seamless and secure data flow across platforms. Support implementation and optimization of integration tools (e.g., FlexSpring). Collaborate with Finance on systems such as Fidelity and workforce-related data needs, expanding HRIS support to financial and operational reporting. Act as a liaison across HR, IT, TA, and Finance to align system strategies and drive enterprise-wide solutions. Data Analytics & Reporting Strategy Design, build, and implement scalable, automated reporting solutions and dashboards for HR, TA, Finance, and leadership teams. Consolidate and analyze data across systems to provide insights into organizational health, engagement, and workforce trends. Transition reporting from manual, ad hoc processes to streamlined, automated, and real-time analytics. Own annual and quarterly business review (QBR) data preparation and reporting for HR and Talent Acquisition. Identify and execute opportunities to reduce manual data aggregation and improve reporting efficiency. Partner with leadership to develop forward-looking analytics, including predictive insights and workforce planning support. Employee Experience & Engagement Systems Administer and optimize platforms such as Culture Amp, including: Performance management cycles Goal-setting frameworks, training, and audits Employee engagement, pulse, new hire, and exit surveys Support external benchmarking and engagement initiatives (e.g., Great Place to Work). Translate engagement and performance data into actionable insights and recommendations for leadership. Enhance measurement frameworks to better assess organizational health over time. Develop and deliver system training to employees Talent Acquisition Systems & Support Own end-to-end administration of the ATS (Greenhouse), including configuration, workflows, integrations, data integrity, reporting, and ongoing system optimization Partner with Talent Acquisition leadership to translate recruiting strategy into scalable system processes and enhancements Develop and deliver training programs and documentation for recruiters, hiring managers, interviewers, and new employees to drive effective system adoption Monitor and continuously improve the candidate experience by managing recruitment surveys (e.g., Culture Amp) and leveraging feedback to inform process and system improvements in partnership with candidate experience and TA leadership Support contingent workforce programs by aligning contractor lifecycle processes across systems (e.g., ATS, HRIS, IT), ensuring compliance and seamless onboarding/offboarding Build and maintain robust TA analytics and dashboards, providing insights on pipeline health, time-to-fill, quality of hire, and other key recruiting metrics Troubleshoot system issues, manage vendor relationships, and coordinate upgrades, releases, and new feature implementations Ensure data accuracy, governance, and compliance across all TA systems and processes System Governance & Operational Excellence Establish and maintain best practices for HR data governance, security, and compliance. Lead system audits and cleanup efforts (e.g., Traliant, BambooHR). Drive continuous improvement initiatives across the HR tech stack, focusing on scalability, automation, and user experience. Build sustainable processes and infrastructure to support long-term organizational growth and reduce operational risk. Document the existing processes to ensure repeatable and sustainable practices Ideal Candidate Profile >>> Qualifications 10+ years of experience in HRIS, People Analytics, or HR Operations roles, with increasing scope and ownership. Deep expertise in HR systems such as BambooHR, Greenhouse, Culture Amp, ADP, and integration tools. Proven experience building dashboards and reporting frameworks (e.g., Excel, BI tools, HR analytics platforms). Strong understanding of HR processes, data structures, and compliance considerations. Experience managing cross-functional projects involving HR, IT, and Finance stakeholders. Strong problem-solving skills with a proactive, systems-thinking mindset Experience managing external partners; ability to influence internal and external stakeholders The base pay range for this position is expected to be $150,000 - $180,00 annually, however the base pay offered may vary depending on location, market, job related knowledge, skills and capabilities, and experience. The total compensation package for this position also includes equity, bonus, and benefits. Important Information >>> We provide equal opportunity to all employees and applicants for employment and believe that great ideas and discoveries come from a mix of expertise, background, and experience. Olema is building a culture where the value of difference is celebrated. We offer a competitive compensation and benefits package , seeking to provide an open, flexible, and friendly work environment to empower employees and provide them with a platform to develop their long-term careers. A Summary of Benefits is available for all applicants. Please note: Olema doesn’t accept agency resumes and is not responsible for any fees related to unsolicited resumes. Thank you. Fraud Alert : We are aware of employment scams where individuals pose as representatives of Olema Oncology and make false use of our company name to defraud job seekers. To protect yourself, please note that Olema’s official email addresses end in @olema.com. Our official corporate website is olema.com ; our careers page is olema.com/careers ; our LinkedIn page is linkedin.com/company/olema-oncology . Please visit these links for official information from Olema. Communication from any other variant is fraudulent. Olema does not conduct interviews via text message/messaging platforms, will not ask you to download anything as part of your interview, will never request any form of payment, provide upfront payments of any kind, and does not make job offers without an in-person interview.