HR Operations Specialist

People Operations Specialist, Talent is a hands-on role providing administrative coordination and systems support across the employee lifecycle, with daily use of AI tools to streamline repetitive HR operations. Responsibilities Post job openings across internal and external platforms, using AI to draft and tailor posting copy. Draft and route new-hire and promotion offer letters for approval and signature; obtain requisition and offer approvals. For new positions, partner with the People Operations Manager and People Operations Business Partner to gather job description, salary grade, and job level details. Create and maintain Job Templates in Rippling for ongoing posting and offer workflows. Provide backup recruiting coverage during hiring surges or coverage gaps, including candidate phone screens and resume review to support hiring managers. Maintain the careers site and employer-branding content; coordinate and run the weekly recruiting update meeting. Maintain required AI-use disclosure language across job postings, the careers site, and the ATS, and track candidate accommodation requests for AI hiring compliance. Process background checks and route results per policy; elevate any adverse-action decisions to People Operations leadership. Schedule Day 1 and coordinate IT and People Team invites; provide backup support for New Hire Orientation. Initiate onboarding for new hires, rehires, and transfers in the ATS. Oversee automated onboarding ticket processes, troubleshoot as needed, track onboarding completions, and check in regularly with new hires. Process contractor agreements and support ad hoc IT and employee record changes. Maintain Vyne competency models and career-path maps in the system of record, updating content as directed by People Operations leadership. Support leaders and the HRBP on job architecture and role leveling by preparing materials and keeping documentation clear, consistent, and current. Escalate leveling questions rather than making decisions. Coordinate goal-management logistics: communicate goal-setting timelines, share enablement resources, and track goal completion alongside the performance review cycle. Manage performance review communication cadence and completion tracking, including reminders, timelines, and status reporting. In partnership with the People Operations Business Partner, distribute training and resources to help managers hold effective performance and development conversations. Track adoption and completion of performance processes, and share feedback and data to support improvements. Partner cross-functionally with department leaders and subject-matter experts to assemble and load role-specific learning content and configure learning paths in the Rippling LMS. Track learning program completions and compile qualitative and quantitative data to evaluate impact. Use AI tools daily as a core part of execution across recruiting, onboarding, L&D, and reporting, treating AI as a first-draft engine and productivity multiplier. Draft and refine job postings, interview guides, SOPs, checklists, and manager communications with AI, then edit for accuracy, tone, and Vyne brand standards. Use AI to summarize resumes, interview notes, survey results, and program data into decision-ready summaries for the People Operations team. Use AI to build and format reports, dashboards, and trackers faster by structuring data, writing formulas, and generating visualizations. Generate first-draft learning content, quizzes, and enablement materials with AI, grounded in adult-learning principles and supported by subject-matter experts. Apply sound judgment on when to use AI versus escalation to a person; protect PHI/PII and confidential HR data and follow all AI-use, privacy, and compliance guidelines. Coordinate day-to-day talent programs including recruiting coordination, onboarding, career-pathing support, learning & development, and performance enablement. Maintain program documentation, SOPs, checklists, and trackers, keeping them current as processes change. Follow governance and review cycles set by People Operations leadership; flag gaps or issues for resolution. Manage external employer review campaigns (Glassdoor/Indeed) and administer employee pulse surveys. Maintain the engagement calendar and content to support an inclusive, motivating work environment. Maintain the Headcount Planning module in Rippling, reconciling headcount and requisition data; flag requisition-to-approved-headcount discrepancies to People Operations leadership. Manage automated processes for new-hire Non-Compete, Confidentiality, and Assignment Agreements; audit signature completion and account for updated agreements through promotion or transfer. Ensure interview notes are captured in Rippling; upload and file background-check reports for audit readiness. Apply current employment-law and compliance guidance provided by People Operations leadership; elevate novel or ambiguous compliance questions. Maintain HR metrics reporting in DOMO and Rippling dashboards; enter talent metrics on a recurring quarterly basis, using AI to speed data preparation and formatting. Track success metrics for talent programs, adoption, skill attainment, performance outcomes, internal mobility, and employee feedback. Prepare summaries and insights for the CPO and leadership as needed, using AI to draft and structure initial versions. Requirements Bachelor’s degree in HR, Education, Business, or related field preferred, or equivalent experience in HR, recruiting, or organizational development. Minimum 3 years of relevant experience in HR or recruiting coordination, ideally with exposure to learning & development, job architecture, or performance program support. Strong knowledge of performance management , career development , and employee experience best practices. Strong fluency with AI tools (e.g., ChatGPT , Claude , Gemini ) and eagerness to apply them across day-to-day People Operations work. Experience building, delivering, or supporting learning content and L&D programs, ideally grounded in adult-learning principles. Comfort working with HR data, metrics, and dashboards (e.g., DOMO, HRIS reporting) to prepare summaries and reports. System fluency with ATS/HRIS platforms ( Rippling preferred ), with the ability to learn new tools quickly. Strong communication, organization, and relationship-building skills. Ability to manage multiple concurrent tasks, open requisitions, new hires, and program logistics with strong attention to detail and deadlines. Technologies Rippling Rippling LMS ATS HRIS reporting DOMO Glassdoor Indeed ChatGPT Claude Gemini Organizational Relationship Reports to Chief People Officer Job Family People Operations Classification Exempt / Full-Time Preferred Qualifications Rippling experience a plus. Experience supporting competency frameworks or job architecture. Experience in a high-growth or transformation-oriented organization. Experience using HRIS, LMS, performance management, or other People Ops platforms. Certification in HR or L&D (aPHR, PHR, SHRM-CP) is a plus. Physical Demands Regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment Noise level usually moderate. Security Role / Responsibility Protected Health Information (PHI): This position may have access to and be responsible for the security of PHI on an incidental basis. Human Resource Information: May have access to and be responsible for the security of information including salary, insurance, reviews, and resumes. Financial Admin: May have access to and be responsible for securely administering financial administrative accounts and corporate accounts. Application Admin: May have access to and be responsible for securely administering user access to corporate applications. AI Usage Notice Vyne may use automated or AI-assisted tools to support portions of the recruiting and hiring process, including application review, interview scheduling, note-taking, and information summarization. These tools assist the recruiting team and do not independently make hiring decisions. Qualified human reviewers evaluate information relevant to employment decisions. Applicants may request additional information about the tools used, available accommodations, or alternative review processes by contacting View email address on click.appcast.io . #J-18808-Ljbffr