People Operations Specialist, Talent

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; escalate 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 escalate 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; escalate 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 [email protected].