People Operations Specialist, Talent

Vyne is seeking a hands-on People Operations Specialist, Talent to partner with our Nashville-based team, with remote flexibility. This role focuses on executing core people operations—from talent acquisition and onboarding to learning and development, performance, and HR operations—with a strong emphasis on AI-enabled processes that amplify productivity and insights.

Responsibilities

• Post job openings on internal and external platforms, using AI to draft tailored copy; draft and route new-hire and promotion offer letters for approval and signature; secure requisition and offer approvals.
• For new positions, collaborate with the People Operations Manager and People Operations Business Partner to obtain job description, salary grade, and job level details; create and maintain Job Templates in Rippling.
• Provide backup recruiting coverage during surges, conducting candidate phone screens and resume reviews to support hiring managers.
• Maintain the careers site and employer-branding content; coordinate and run the weekly recruiting update meeting.
• Maintain AI-use disclosure language across postings, the careers site, and the ATS; track candidate accommodation requests for AI hiring compliance.
• Process background checks and route results per policy; escalate 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 tickets and troubleshoot as needed; track onboarding completions and check in with new hires.
• Process contractor agreements; support ad hoc IT and employee record changes.
• Maintain the accuracy of Vyne's competency models and career-path maps in the system of record, updating content as directed by leadership.
• Support leaders and the HRBP on job architecture and role leveling by preparing materials and keeping documentation clear and current; escalate leveling questions rather than deciding them.
• Coordinate goal-management logistics, including timelines, enablement resources, and tracking goal completion alongside the performance cycle.
• Manage the performance review cycle's communication cadence and completion tracking, including reminders, timelines, and status reporting.
• Distribute training and resources to help managers have effective performance and development conversations, in partnership with the People Operations Business Partner.
• Track adoption and completion of performance processes and share feedback and data to support program improvements.
• Partner 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 work, acting as a first-draft engine and productivity multiplier across recruiting, onboarding, L&D, and reporting.
• 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 clear, decision-ready summaries for the People Operations team.
• Build and format reports, dashboards, and trackers faster by using AI to structure data, write formulas, and generate visualizations.
• Generate first-draft learning content, quizzes, and enablement materials with AI in partnership with subject-matter experts, grounded in adult-learning principles.
• Apply sound judgment on when to use AI versus escalation; protect PHI/PII and confidential HR data and follow all AI-use, privacy, and compliance guidelines.
• Coordinate and execute Vyne's candidate, new-hire, and talent-development programs day to day, including recruiting coordination, onboarding, career-pathing support, learning & development, and performance enablement.
• Maintain program documentation, SOPs, checklists, and trackers, keeping them current as processes evolve.
• Follow governance, review cycles, and standards set by People Operations leadership, flagging 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, keeping headcount and requisition data accurate and reconciled; flag discrepancies to leadership.
• Manage the automated process for new-hire Non-Compete, Confidentiality, and Assignment Agreements; audit signature completion to keep records current and account for updated agreements when roles change.
• Ensure interview notes are captured in Rippling; upload and file background-check reports for audit readiness.
• Apply current employment-law and compliance guidance from People Operations leadership; escalate novel or ambiguous compliance questions.
• Maintain HR metrics reporting in DOMO and Rippling dashboards; enter talent metrics quarterly, 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 Chief People Officer and leadership as needed, using AI to draft the initial versions.

Requirements

• Bachelor’s degree in HR, Education, Business, or a related field preferred, or equivalent experience in HR, recruiting, or organizational development.
• At least 3 years of relevant experience in HR or recruiting coordination, with exposure to learning & development, job architecture, or performance program support.
• Strong knowledge of performance management, career development, and employee experience best practices.
• Fluency with AI tools (e.g., ChatGPT, Claude, Gemini) and a demonstrated eagerness to apply them across People Operations work.
• Experience creating, delivering, or supporting learning content and L&D programs, ideally grounded in adult-learning principles.
• Comfort working with HR data, metrics, and dashboards (DOMO, HRIS) to prepare summaries and reports.
• System fluency with ATS/HRIS platforms (Rippling preferred) and a capacity 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 meticulous attention to detail and deadlines.

Technologies

• Rippling
• DOMO
• Rippling LMS
• AI tools: ChatGPT, Claude, Gemini

Preferred Qualifications

• Rippling experience is a plus.
• Experience supporting competency frameworks or job architecture.
• Background in a high-growth or transformation-focused organization.
• Experience using HRIS, LMS, performance management, or other People Ops platforms.
• HR or L&D certification (e.g., aPHR, PHR, SHRM-CP) is a plus.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Security Role / Responsibility

• Protected Health Information (PHI): Access to PHI/PI on an incidental basis and responsibility for its security.
• Human Resource Information: Access to sensitive information including salary, insurance, reviews, resumes.
• Financial Admin: Access to financial administrative accounts and corporate accounts.
• Application Admin: Responsibility for securely administering user access to corporate applications.