People Operations Specialist

About The Role The role owns the day-to-day systems and processes that keep people operations running: onboarding, HRIS administration, benefits, compliance, and the employee lifecycle from offer letter to offboarding. The people team is growing, and this role is the operational backbone — building scalable processes, keeping employee data accurate and secure, and ensuring every touchpoint across the employee experience runs smoothly. It suits someone who wants real ownership and influence over how people programs are executed. Key Responsibilities Own HRIS administration (Workday, Rippling, or BambooHR): maintain employee records, run reports, and manage data hygiene. Run end-to-end onboarding: coordinate equipment, system access, benefits enrollment, and new-hire orientation across locations. Administer benefits programs, open enrollment, and leave-of-absence processes, serving as the first point of contact for employee questions. Support performance review cycles, compensation planning, and employment compliance in partnership with the People team and legal counsel. Own offboarding processes, including exit interviews, knowledge transfer, and access revocation. Build and document scalable people-operations processes and playbooks as headcount grows. Track and report on people metrics: headcount, retention, time-to-productivity, and engagement survey results. What We Are Looking For 3-6 years of experience in people operations, HR generalist, or HR coordinator roles, ideally at a high-growth technology company. Hands‑on expertise with at least one major HRIS (Workday, Rippling, BambooHR, or Gusto). Working knowledge of employment compliance (FLSA, FMLA, ADA, multi‑state requirements). Experience administering benefits programs and running onboarding at scale. Strong project‑management skills and comfort owning processes end‑to‑end with minimal oversight. Bachelor's degree in HR, business, or a related field, or equivalent practical experience. Bonus: experience with people analytics tools (ChartHop, Culture Amp), equity/comp administration (Carta), or scaling processes through rapid headcount growth. #J-18808-Ljbffr