Responsibilities

You'll own the employee lifecycle end to end, from the moment someone accepts an offer through the day, if it comes, that they leave. You'll support the semi-annual performance cycle and the annual comp cycle, manage leaves and accommodations, and be the continuous link between outside counsel and any employee working through a visa case — work that exists because we go after exceptional talent regardless of where it comes from.
This role covers three broad areas:
Designing and executing the key moments in the employee lifecycle, from onboarding to exit, treating each one as a repeatable program with clear owners, timelines, and success metrics designing new hire onboarding start to finish with Recruiting and hiring managers, operating the performance and comp cycles as cross-functional programs with defined milestones and stakeholder alignment, executing offboarding and advising managers through involuntary terminations, and creating the systems that answer the team's pay, benefits, and policy questions.
Owning HR’s operational core and building the infrastructure to scale: running HR operations with the rigor of a program owner, including compliance, benefits and Open Enrollment, immigration and visa casework, leave and accommodations, biweekly payroll, HR technology and vendor relationships, and investing in automation and self-service systems that reduce manual work and scale with the company.
Owning people data and analytics to continuously improve the employee experience: building trusted reporting and actionable insights across HRIS, payroll, and employee data; defining success metrics for key people programs; and using trends and outcomes to identify opportunities, inform decisions, and continuously improve how employees experience the company.
This is a role for someone who treats process as the product — who builds the documentation and systems that let this function scale with headcount instead of straining under it, and who gets the technical details exactly right, every time. You are a force multiplier: you identify the highest-leverage problems across the company’s people systems, scope them, sequence them, and drive them to measurable outcomes.
You read a messy, high-stakes situation and reach the right call without a clean rule to point to — and you update your read when new facts come in instead of defending your first conclusion
You think in systems and tradeoffs: given an ambiguous, cross-functional problem, you scope it, prioritize it against everything else competing for attention, and drive it to a shipped outcome
You shift registers fluidly: the warm first contact on someone's first day, the steady presence in a hard conversation, the plain-English translator between an anxious employee and a lawyer's fine print — sometimes in the same afternoon
You know the difference between a call that's yours to make and one that needs to go up or across — and you escalate deliberately, through the right channel, not reflexively
You get the technical details exactly right on work with real legal exposure — a visa classification, a leave calculation, a filing deadline — because you know a small error here doesn't stay small
You pick up work nobody owns and carry it to a real outcome, not a status update, and you leave behind a process your successor can run without you

People Strategy & Operations at January · LumiJobs

People Strategy & Operations

Responsibilities

Company

January

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