People Operations Specialist

Key Responsibilities

• Own onboarding end-to-end. Run pre-boarding — documentation, account setup, background checks, and the data handoffs to IT, Payroll, and Workplace — so nothing reaches a new hire half-finished.
• Run cohort day. Facilitate our twice-monthly in-person onboarding cohorts in SF, including everything from compliance to the employee experience.
• Drive the first 90 days support structure. Run the system behind 45/90 check-in cadence, buddy program, and the onboarding survey, including closing the loop on what it tells us.
• Be the front line during US hours. Serve as the first stop for employee questions: resolve what you can, route what you can't, and drive ongoing documentation in our knowledge base so it doesn't get asked twice.
• Build the process, don't just run it. Write and maintain the onboarding SOPs, close the parity gap between in-office and remote onboarding, and build distinct paths for rehires and international hires.

Key Requirements

• Experience: 2–5 years in people operations, HR coordination, or onboarding at a high-growth tech company, with hands-on HRIS experience (Rippling preferred).
• Compliance Fluency: Working knowledge of I-9 and employment eligibility verification, including the retention and audit requirements — plus the follow-through that casework rewards. Documents move on deadline, and you are never the reason something sits.
• Documentation-First Instincts: Your processes are written down, current, and usable by someone else. You turn a repeat question into a knowledge base article instead of answering it twice.
• AI Fluency: You already use tools to increase your leverage, and you reach for automation instinctively rather than as an afterthought.
• White-Glove Judgment: A new hire's first day is a moment that matters and you treat it that way. You handle compensation, immigration, and personal data with discretion.