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.

• 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; elevate 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 escalation 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…