Lindon, UT

HR Jobs in Lindon, UT

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Today

People Operations Specialist, Talent

Vyne Lindon, UT 🇺🇸 Remote

Lindon, UT

Today

Full time Application Tracking System Candidate Screening Coordinator

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Job Description

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 HR@Vynecorp.com.

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7d ago

Human Resources Business Partner

Intelvio Lindon, UT

Lindon, UT

7d ago

$70k - $90k/yr Full time Manager Business Partner Employee Experience

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Job Description

The HR Business Partner is an early HR hire responsible for strategic HR delivery across multiple operating entities nationwide, building infrastructure and playbooks while partnering with regional supervisors, directors, and executive leadership to scale people operations.

Responsibilities

Serve as the first point of contact for employee relations across all entities, handling inquiries, documenting issues, and escalating when needed.
Coach regional supervisors and directors through performance management, corrective actions, and difficult conversations to prevent costly problems.
Analyze ER trends across entities and present data-backed recommendations to leadership on policy, culture, and risk.
Support structured offboarding processes, including exit interviews, trend analysis, and retention insight reporting.
Provide consistent coaching and partnership to managers and leaders at all levels across entities.
Develop manager capability in delivering feedback, conducting performance conversations, and leading teams through structured coaching and just-in-time support.
Design and deliver practical training on HR fundamentals, management best practices, and policy application.
Identify leadership gaps using data and collaborate with the Sr. Director to build scalable, repeatable solutions.
Offer direct HR partnership to senior leaders and executives with speed, discretion, and sound judgment on sensitive matters.
Prepare and present people analytics and workforce data for leadership reviews and strategic planning cycles.
Advise on organization design, workforce restructuring, and change management during growth and acquisitions.
Translate executive priorities into actionable, measurable people strategies spanning all entities.
Own multi-state compliance across wage and hour, leave laws, garnishments, and state-specific requirements across 45+ states.
Monitor regulatory changes and update policies, handbooks, and internal communications ahead of enforcement.
Build and standardize policy frameworks from scratch, harmonizing application while preserving necessary local variation.
Maintain accurate employee records and support audits, reporting, and compliance requirements.
Design and document HR processes, SOPs, and playbooks to scale with the organization.
Identify gaps in people operations workflows and implement structured, repeatable solutions to reduce friction.
Establish consistent onboarding, offboarding, and performance management frameworks across entities.
Partner with the Sr. Director to grow a people operations function that supports growth through acquisitions and organic expansion.
Embed with regional leaders nationwide to understand workforce dynamics and translate them into HR actions.
Leverage headcount trends, turnover analytics, and engagement signals to inform decisions and flag risks.
Support post-acquisition workforce integration by harmonizing policies and onboarding new teams into Intelvio’s infrastructure.
Contribute to cross-entity initiatives in benefits, compensation benchmarking, workforce planning, and system improvements.
Collaborate with talent acquisition and regional directors to align on open roles, team fit, and hiring timelines.
Lead full-cycle recruiting for high-priority or hard-to-fill roles from intake to offer.
Facilitate onboarding transitions from offer acceptance through the first 90 days with seamless handoffs.
Manage onboarding workflows in Rippling across entities, including offer letters, I-9 completion, and first-day readiness.
Maintain HRIS data accuracy across all entities and drive Rippling automation and reporting for real-time visibility.
Serve as an internal Rippling resource for manager and employee questions across the organization.

Requirements

3 to 5 years of HR generalist or HRBP experience, ideally in a multi-site, multi-state, or multi-entity setup.
Proven track record building HR processes, policies, or infrastructure from the ground up.
Hands-on experience with Rippling (HRIS, workflows, and reporting).
Working knowledge of multi-state employment law and when to dig deeper.
Experience handling employee relations with professionalism, discretion, and sound judgment.
History coaching managers and developing leadership capability across levels.
Data-driven mindset comfortable pulling, interpreting, and presenting workforce analytics.
Experience supporting or partnering with senior and executive leaders.
Full-cycle recruiting experience across diverse roles and levels.
Strong written and verbal communication; clear, warm, and approachable tone.
Thrives in ambiguity and capable of building structure where a formal playbook is not yet in place.

Technologies

Rippling

Benefits

401(k)
Dental insurance
Employee assistance program
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Retirement plan
Vision insurance

Preferred

Experience as an early or first HR hire at a scaling organization.

Core Competencies

Strategic Thinking & Execution
Builder’s Mindset & Process Development
Data-Driven Decision Making
Employee Relations Judgment
Ownership Mindset
People Management Coaching
Executive Presence & Partnership
Multi-State Compliance Fluency
Cross-Functional Collaboration
Results Orientation

Success Metrics (KPIs)

ER case resolution time and quality of outcomes
Zero compliance gaps across 45+ states
Number of HR processes, SOPs, and frameworks deployed in 90–180 days
Frequency and quality of workforce analytics delivered to leadership
Manager satisfaction and improvements in people management outcomes
New hire 90-day onboarding readiness and completion rates
Rippling data accuracy and automation coverage
Regional supervisor and director satisfaction with HR partnership
Time-to-fill and offer acceptance rates for direct-recruited roles
Post-acquisition workforce integration milestones

What success looks like in this role

Within 6 to 12 months, the HR Business Partner will establish core HR processes and documentation, becoming a trusted partner for regional leaders nationwide. Employee relations cases will be resolved swiftly and judiciously, compliance will stay ahead of changes, and people data will be consistently available to inform decisions.

Pay

Salary: $70,000 - $90,000 per year

Work Location

Location: Lindon, UT (onsite). This position is in person.

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HR Jobs in Lindon, UT

People Operations Specialist, Talent

Human Resources Business Partner

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