People Operations Associate

Vast is developing next-generation space stations and space infrastructure using an incremental, hardware-rich, and low-cost approach. Vast is rapidly developing its multi-module Haven Station to ensure a continuous human presence in space for America and its allies, enabling advanced microgravity research and manufacturing, and unlocking a new space economy for government, corporate, and private customers. Haven Demo’s 2025 success made Vast the only operational commercial space station company to fly and operate its own spacecraft. Next, Haven-1 is expected to become the world’s first commercial space station when it launches in 2027, followed by additional Haven modules. Additionally, the company recently announced Vast Satellite , a high-power satellite product line leveraging its space station components and the heritage of Haven Demo. Headquartered in Long Beach, California , and with more than 1,000 employees and over a billion dollars in private capital, Vast has built the facilities required to manufacture and operate America’s next space station. The company plans to develop future habitats and systems for the Moon and Mars, dedicated space stations for government partners, and other crewed systems that will unlock the expanding long-term space economy. Vast is looking for a People Operations Associate , reporting to the Senior Manager, People Operations , to support the development of the systems that will be required for the design and build of human-rated space stations. This role ensures accurate, compliant employee data and documentation throughout the employee lifecycle, with a focus on HRIS data management, separations, and Workers’ Compensation, while supporting international workforce operations, process improvement, and reporting. The ideal candidate is detail-oriented, exercises sound judgment, and thrives in a fast-paced environment. At more senior levels, they operate independently, manage complex issues, identify risks, and drive scalable, compliant People Operations processes. This will be a full-time, exempt position located in our Long Beach location. Responsibilities: HRIS Data Integrity & Change Management - 30% Manage employee data and HRIS changes in Rippling, ensuring accuracy, documentation, and appropriate approvals Partner with the HRIS Associate to support workflows, reporting, system testing, and issue resolution Conduct regular data audits, resolve discrepancies, and partner cross-functionally to maintain accurate and compliant employee records Separations, Termination Documentation & Offboarding - 25% Manage employee separations and terminations, ensuring timely completion of documentation, system updates, stakeholder coordination, and final pay requirements Own the Separation Agreement process, including preparation, approvals, signature tracking, deadlines, and record-keeping Partner with People Business Partners, Legal, and Payroll to ensure separation documentation and off-boarding actions are accurate and compliant Escalate complex or high‑risk separation matters as appropriate Manage Workers’ Compensation claims from injury reporting through return‑to‑work and claim closure File claims and provide required employee notices and documentation within applicable deadlines Serve as the primary People Operations contact for employees, managers, insurance carriers, EHS, and other stakeholders throughout the claims process Coordinate return‑to‑work and modified‑duty plans and maintain accurate, confidential, and audit‑ready records Monitor claims, deadlines, and trends and identify potential risks or process improvements International Hiring & Workforce Support - 10% Support international hiring and workforce administration, including employment documentation, contracts, onboarding, employee changes, and separations Partner with internal teams and external vendors to support international workforce requirements and compliance Maintain accurate global employee and contractor records in Rippling and flag potential compliance or operational risks Process Improvement - 5% Identify and implement improvements across People Operations processes, including employee changes, offboarding, Workers’ Compensation, international workforce administration, and compliance Develop and maintain SOPs and supporting documentation to improve consistency, scalability, and audit readiness Reporting & Cross-Functional Partnership - 5% Partner with HRIS and cross-functional teams to provide operational metrics, compliance reporting, and audit support Identify trends, gaps, and risks and provide actionable insights to People Operations leadership Collaborate with People Business Partners, Payroll, Talent Acquisition, Finance, IT, Legal, EHS, and other teams to resolve operational issues and support People initiatives Minimum Qualifications: High School Diploma 3+ years of progressive experience in People Operations, HR Operations, HR Administration, or a related function. Candidates considered for the Senior People Operations Associate level should demonstrate deeper functional expertise, experience independently managing complex or sensitive employee matters, and a track record of improving or scaling People Operations processes Hands‑on experience managing employee data and employee actions in an HRIS; Rippling strongly preferred. This role requires an expert HRIS user, not a system administrator Experience managing employee separations and termination documentation, including coordinating time‑sensitive documentation, offboarding actions, and cross‑functional requirements Experience managing Workers’ Compensation claims, including intake, carrier coordination, claim administration, and return‑to‑work processes Experience supporting international hiring or workforce administration, including employment documentation and employee changes Strong analytical, problem‑solving, and project management skills with exceptional attention to detail and accuracy High level of discretion and ability to handle sensitive and confidential employee information with integrity Advanced proficiency in Google Workspace, particularly Google Sheets, and/or Microsoft Excel for reporting and analysis Clear communicator who works effectively across People Business Partners, Talent Acquisition, Payroll, Finance, IT, Legal, Environmental Health & Safety, external vendors, managers, and business leaders Preferred Qualifications: Bachelor's degree in Business, Human Resources, or a related field Experience preparing or managing Separation Agreements and supporting complex or high‑volume employee separations and offboarding Experience working with global employment partners, employer‑of‑record (EOR) providers, or international payroll providers Experience supporting multi‑location organizations Familiarity with California employment practices and compliance requirements, including California Workers’ Compensation Working knowledge of employment requirements outside the U.S A track record of improving People Operations processes at scale, including documentation, data integrity, offboarding, Workers’ Compensation, or compliance processes Additional Requirements: Ability to travel up to 10% of the time Willingness to work overtime, or weekends to support critical mission milestones Ability to lift up to 25lbs unassisted Specific certifications, as appropriate Pay Ranges: People Operations Associate II: $92,000 - $131,000 Senior People Operations Associate: $103,000 - $147,000 Pay Range: California

$92,000 - $147,000 USD

We calibrate level and compensation to the selected candidate's experience and demonstrated capability. We welcome applicants across a range of experience levels to apply. COMPENSATION AND BENEFITS Base salary will vary depending on job‑related knowledge, education, skills, experience, business needs, and market demand. Salary is just one component of our comprehensive compensation package. Full‑time employees also receive company equity, as well as access to a full suite of compelling benefits and perks, including: medical, dental, and vision coverage for employees and dependents, generous paid time off; up to 20+ days of vacation for exempt staff and up to 10+ days of vacation for non‑exempt staff with the ability to cash‑out unused vacation annually, paid parental leave, short and long‑term disability insurance, life insurance, access to a 401(k) retirement plan, ClassPass credits, personalized mental healthcare through Spring Health, and other discounts and perks. We also take pride in offering exceptional food perks, with snacks, drip coffee & onsite barista, cold drinks, and dinner meals remaining free of charge, and lunch subsidized as part of Vast’s ongoing commitment to providing high‑quality meals for employees. U.S. EXPORT CONTROL COMPLIANCE STATUS The person hired will have access to information and items subject to U.S. export controls, and therefore, must either be a "U.S. person" as defined by 22 C.F.R. § 120.62 or otherwise eligible for deemed export licensing. This status includes U.S. citizens, U.S. nationals, lawful permanent residents (green card holders), and asylees and refugees with such status granted, not pending. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. EQUAL OPPORTUNITY Vast is an Equal Opportunity Employer; employment with Vast is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability. A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. As set forth in Vast’s Equal Employment Opportunity #J-18808-Ljbffr Vast