Hi — Liz here. 👋🏾

Welcome to November, aka unofficial start of the holiday season.

We’re kicking off the month with 5 new roles across c-suite support, Ops and People.

One that caught my eye this week is a Chief of Staff position supporting the People team at the American Cancer Society. If you've spent years working in HR or People Ops, it's worth remembering that your experience can open doors beyond the traditional HR career path.

Let’s get into it.

🔎 How We Curate

Every role featured in Modern Admin meets the following criteria:

🧑🏽‍💻 Flexibility Matters — we prioritize flexibility, but great work can happen in person too
💰 Pay Transparency — if a company knows its budget, so should you
🤝 Culture Check — we look beyond the job description at the employee experience
🗂 Role Integrity — titles should match scope (no inflated or misleading roles)
🌱 Room to Grow — we look for meaningful ownership and career-building experience
🗓️ Still Hiring — every role is verified before we publish

$113.4K–$162K · Remote (US) · Full-Time
Industry: Developer Tools / Software
Posted: October 30, 2026

Why we love it: Keep a global executive team running through complex calendars, travel, and offsites. Beyond day-to-day support, you’ll improve administrative processes, help onboard new executives, and collaborate with fellow EAs across the business.

The fine print: Bring 5+ years supporting multiple VP-level leaders or above, strong Google Calendar skills, and domestic/international travel coordination experience. Expect on-call support during executive trips, occasional early or late hours, and travel as needed. Equity included.

$160K–$170K · Remote (EST) · Full-Time
Industry: Nonprofit / Cancer Research & Patient Support
Posted: October 28, 2026

Why we love it: Partner directly with the Chief People Officer to turn people strategy into action. The scope spans organizational change, employee experience, executive communications, and board materials—with ownership of cross-functional projects supporting ACS’s mission.

The fine print: Candidates should have 10+ years in HR, strategy, consulting, organizational effectiveness, or project management, plus a relevant bachelor’s degree. Experience leading large-scale initiatives and partnering with senior executives is essential. Expect travel roughly four times a year.

$115K · Remote (US) · Full-Time
Industry: Digital Health / Autoimmune Care
Posted: October 27, 2026

Why we love it: Own the People Ops foundations for a growing, 60+ person team—from payroll and benefits to onboarding and employee support. Reporting to the Head of People, you’ll also build self-serve resources and use AI to streamline recurring work.

The fine print: Best suited to someone with 4–7+ years in HR or People Ops, including hands-on multi-state payroll and compliance experience. Strong knowledge of employment law, leaves, and accommodations is essential. Gusto and Deel familiarity is a plus; equity included.

$102K–$125K · Remote · Full-Time
Industry: Healthcare / Telehealth
Posted: October 27, 2026

Why we love it: Help shape the experience of Ro's frontline healthcare teams by improving onboarding, streamlining operations, and building processes that make everyone's jobs easier. You'll partner across People, IT, and Data, tackle special projects, and make a real impact on how care teams work.

The fine print: Requires 5+ years of healthcare operations experience, with high-growth or tech-enabled care delivery experience preferred. Strong project management and process improvement skills are essential. Remote across the U.S., but employees in the NY tri-state area are expected in-office Tuesdays and Thursdays. Equity and benefits offered.

$120K–$140K · Hybrid (NYC) · Full-Time
Industry: Healthtech / AI
Posted: October 30, 2026

Why we love it: Shape the daily office experience through events, onboarding, vendor partnerships, and hands-on operations. Working closely with leadership, you’ll own the office budget, coordinate key meetings, and help build processes as the team grows.

The fine print: In-office Monday–Thursday. Bring 8+ years as an Office Manager or EA supporting C-level leaders, including office management experience. The scope includes facilities issues, kitchen upkeep, and deliveries alongside executive coordination. Strong AI skills expected; equity offered.

Your question:

“Our CEO wants a strict three-days-in-office policy, and I've been told to 'enforce it.' I'm not a manager and we don’t have in-house HR. What does enforcement even mean for me?”

Our take:

Separate “tracking” from “enforcing”. Because you’re right: if you’re not a manager, it’s a slippery slope to tell individual contributors who don’t report into you to change the way they work.

Depending on the size of your team, get your managers involved. Ideally, they should handle the conversations with their people, while you can be responsible for attendance data.

If the team is small and there are no managers, draft the policy and prepare your attendance tracker, then present both to your CEO. While they clearly trust you to handle the policy change, culture starts at the top, and your people need to hear from leadership directly for any change to stick.

INTRODUCING CULTURE AUDIT

The Culture Audit is a hands-on look at how your workplace operates day to day—what leadership intends, what employees experience and what needs to change between the two.

Assess. Design. Align. Implement. Activate.

→ Book a free Discovery Call