Founding People Operations Partner
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information, not invent or summarize away detail. Remove cookie/navigation/legal/EEO etc. There's none.
We need to include sections only when posting has real specific content. So we need to decide which sections have content.
- About the role: we have "About The Role" paragraph. So include that.
- Responsibilities: "What You'll Do" includes bullet-like paragraphs. Could be turned into
- . So include Responsibilities.
- Requirements: "Who You Are" includes qualifications: years experience, HRIS, etc. Could be Requirements.
- Qualifications: maybe overlapping with Requirements. But we need to avoid duplication. The instruction says prefer few substantive sections over many thin ones. We could combine Requirements and Qualifications into one? But they ask to use headings for those specific names if content exists. We could put Requirements for experience and skills, Qualifications for education? There's no explicit education. Might be better to have Requirements (experience, skills) and Qualifications (maybe "bonus" etc). However we need to avoid filler. Let's see content: "Who You Are" includes bullet points: At least 5-7+ years in People Operations or HR Operations in a high-growth environment. Previous experience procuring, implementing, and maintaining an HRIS or adjacent People systems. Working knowledge and experience in the administration of US employment practices, payroll and benefits, and broader compliance obligations. It's a huge bonus if you’ve worked with a Professional Employer Organization (PEO) before, or have been through the process of transitioning from using a PEO to bringing things in house. Exceptional attention to detail and follow-through. Strong data instincts, with comfort in spreadsheets, confidence building a clean report, and an allergy to inconsistent records. Clear communicator with employees at every level, paired with sound judgment about what stays confidential. A genuine bias toward automation, always looking for the repeatable pattern and removing the manual work. It’s a big plus if you have experience using or are excited to learn more about AI tooling and lightweight automation! Real comfort with ambiguity and unbuilt process. You'd rather write the first version of something than wait for one to come around. Excited about building and contributing to our in-office culture in NYC! We’re working against an incredibly ambitious mission. It won’t be easy, but it will likely be the most fulfilling work of your career. If this excites you, let's chat, even if you don't meet all of the qualifications above.
Thus we can treat that as Requirements (or Qualifications). We'll choose Requirements for the core requirements, and maybe Qualifications for the bonuses? But we have no separate qualifications section. Could combine into Requirements.
Skills: maybe we can extract skills from responsibilities: building integrations, HRIS admin, workflow design, payroll administration, compliance, reporting, stakeholder coordination, documentation, communication, automation bias, etc. Could be a Skills section.
Benefits: Not mentioned explicitly. No benefits details. So we should NOT include Benefits section.
Pay: Not mentioned. So no Pay.
Schedule: Not mentioned. So no Schedule.
Thus we will have sections: About the role, Responsibilities, Requirements, Skills.
We need to ensure we don't repeat job title. Use
for each.
We need to preserve all substantive information. Let's extract content.
About The Role paragraph: "Percepta is seeking our Founding People Operations Partner to help build our company from the inside out. Working in tandem with the Head of People, you’ll both influence strategy and be the driving force that turns planning into reality. This role is about building the systems and processes that let Percepta take great care of its people accurately, reliably, and at scale. You will be a hands-on builder of the operational engine that drives how Percepta onboards, pays, and supports our expanding team. Most of these systems don’t exist yet, and you’ll get to be the visionary that designs and builds processes while also running them seamlessly."
We'll put that in
.
Responsibilities: "What You'll Do" includes several subheadings: Systems, Workflows, & Integrations; Employee Lifecycle; Data, Reporting, & Compliance; General Operations and Support. We can turn each bullet into list items.
Let's extract each bullet:
Systems, Workflows, & Integrations:
- Build and maintain the integrations between People, Finance, Legal, and IT so employee data is entered once and stays accurate everywhere it lives
- Own the day-to-day administration and data integrity of our HRIS and the People systems connected to it, including configuration, permissions, fields, workflows, and reporting
- Design, document, and run the core People workflows: onboarding, visa transfers, role and compensation changes, performance management, leaves, and offboarding
- Be the go-to person for system issues, vendor support, and access requests
Employee Lifecycle:
- Own every tactical piece of onboarding, from background checks, immigration support, I-9 verification and work authorization, to equipment, access provisioning, and everything in between
- Administer payroll and benefits through our PEO
- Keep employee records accurate and maintain a clean audit trail behind every change
- Handle offboarding with the same care and attention as onboarding
Data, Reporting, & Compliance:
- Keep us compliant as we hire into new states and jurisdictions, paying attention to postings, notices, filings, policy updates, the works
- Spot risk before it becomes a problem: data gaps, missed deadlines, process breakdowns or other potential issues
- Build reporting systems that give leadership real insight into headcount, hiring, and where the people function needs attention
General Operations and Support:
- Act as the operational partner to our Head of People
- Be the initial point of contact for employee questions on policy, benefits, systems, and process, escalating what needs judgment and resolving the rest yourself
- Coordinate across internal and external stakeholders to get things over the line
- Keep our People Ops knowledge base and internal documentation current, clear, and actually useful
We'll put these as
- items, possibly grouped under subheadings? But instruction: use
- for any list of duties/requirements/benefits. Could just flatten all items into one list. But maybe better to keep subheadings as
then list? However they said use
for section headings only. Subheadings inside could be
or . But to keep simple, we can just make a flat list of all responsibilities.
Requirements: from "Who You Are". We'll list each bullet.
- At least 5-7+ years in People Operations or HR Operations in a high-growth environment.
- Previous experience procuring, implementing, and maintaining an HRIS or adjacent People systems.
- Working knowledge and experience in the administration of US employment practices, payroll and benefits, and broader compliance obligations.
- It’s a huge bonus if you’ve worked with a Professional Employer Organization (PEO) before, or have been through the process of transitioning from using a PEO to bringing things in house.
- Exceptional attention to detail and follow-through. Things you own simply don't fall through the cracks!
- Strong data instincts, with comfort in spreadsheets, confidence building a clean report, and an allergy to inconsistent records.
- Clear communicator with employees at every level, paired with sound judgment about what stays confidential.
- A genuine bias toward automation, always looking for the repeatable pattern and removing the manual work.
- It’s a big plus if you have experience using or are excited to learn more about AI tooling and lightweight automation!
- Real comfort with ambiguity and unbuilt process. You'd rather write the first version of something than wait for one to come around.
- Excited about building and contributing to our in-office culture in NYC! We’re working against an incredibly ambitious mission. It won’t be easy, but it will likely be the most fulfilling work of your career. If this excites you, let's chat, even if you don't meet all of the qualifications above.
We could keep as list.
Skills: we can extract from responsibilities and requirements: HRIS administration, workflow design, payroll administration, benefits administration, compliance, reporting, stakeholder coordination, documentation, communication, automation, data analysis, etc. But we need to avoid inventing. We can list skills explicitly mentioned: HRIS administration, workflow design, payroll and benefits administration, compliance, reporting, stakeholder coordination, documentation, communication, automation bias, data instincts, spreadsheet proficiency, etc. Let's pull from text:
- Build and maintain integrations between People, Finance, Legal, IT
- Own day-to-day administration and data integrity of HRIS and connected People systems (configuration, permissions, fields, workflows, reporting)
- Design, document, and run core People workflows (onboarding, visa transfers, role and compensation changes, performance management, leaves, offboarding)
- Go-to person for system issues, vendor support, access requests
- Own tactical onboarding (background checks, immigration support, I-9 verification, work authorization, equipment, access provisioning)
- Administer payroll and benefits through PEO
- Keep employee records accurate, maintain audit trail
- Handle offboarding
- Keep compliant with hiring into new states/jurisdictions (postings, notices, filings, policy updates)
- Spot risk (data gaps, missed deadlines, process breakdowns)
- Build reporting systems for headcount, hiring, people function insight
- Act as operational partner to Head of People
- Initial point of contact for employee questions on policy, benefits, systems, process
- Coordinate across internal/external stakeholders
- Keep People Ops knowledge base and internal documentation current, clear, useful
Skills list could be: HRIS administration, workflow design and documentation, payroll and benefits administration, compliance management, reporting and analytics, stakeholder coordination, employee onboarding/offboarding, immigration support, vendor management, documentation and knowledge base maintenance, communication, automation mindset, data integrity, spreadsheet proficiency.
We need to ensure we don't invent. All these are derived from text. It's okay.
Now produce HTML fragment:
About the role
...
Responsibilities
- ...
...
Requirements
- ...
...
Skills
- ...
...
No other sections.
Make sure to preserve all substantive information: we must not lose any detail. Let's verify we captured all pieces.
About the role: captured full paragraph.
Responsibilities: we need to ensure we captured each bullet exactly.
Let's list them:
Systems, Workflows, & Integrations:
- Build and maintain the integrations between People, Finance, Legal, and IT so employee data is entered once and stays accurate everywhere it lives
- Own the day-to-day administration and data integrity of our HRIS and the People systems connected to it, including configuration, permissions, fields, workflows, and reporting
- Design, document, and run the core People workflows: onboarding, visa transfers, role and compensation changes, performance management, leaves, and offboarding
- Be the go-to person for system issues, vendor support, and access requests
Employee Lifecycle:
- Own every tactical piece of onboarding, from background checks, immigration support, I-9 verification and work authorization, to equipment, access provisioning, and everything in between
- Administer payroll and benefits through our PEO
- Keep employee records accurate and maintain a clean audit trail behind every change
- Handle offboarding with
for prose. We need to preserve all substantive information, not invent or summarize away detail. Remove cookie/navigation/legal/EEO etc. There's none. We need to include sections only when posting has real specific content. So we need to decide which sections have content. - About the role: we have "About The Role" paragraph. So include that. - Responsibilities: "What You'll Do" includes bullet-like paragraphs. Could be turned into
- . So include Responsibilities.
- Requirements: "Who You Are" includes qualifications: years experience, HRIS, etc. Could be Requirements.
- Qualifications: maybe overlapping with Requirements. But we need to avoid duplication. The instruction says prefer few substantive sections over many thin ones. We could combine Requirements and Qualifications into one? But they ask to use headings for those specific names if content exists. We could put Requirements for experience and skills, Qualifications for education? There's no explicit education. Might be better to have Requirements (experience, skills) and Qualifications (maybe "bonus" etc). However we need to avoid filler. Let's see content: "Who You Are" includes bullet points: At least 5-7+ years in People Operations or HR Operations in a high-growth environment. Previous experience procuring, implementing, and maintaining an HRIS or adjacent People systems. Working knowledge and experience in the administration of US employment practices, payroll and benefits, and broader compliance obligations. It's a huge bonus if you’ve worked with a Professional Employer Organization (PEO) before, or have been through the process of transitioning from using a PEO to bringing things in house. Exceptional attention to detail and follow-through. Strong data instincts, with comfort in spreadsheets, confidence building a clean report, and an allergy to inconsistent records. Clear communicator with employees at every level, paired with sound judgment about what stays confidential. A genuine bias toward automation, always looking for the repeatable pattern and removing the manual work. It’s a big plus if you have experience using or are excited to learn more about AI tooling and lightweight automation! Real comfort with ambiguity and unbuilt process. You'd rather write the first version of something than wait for one to come around. Excited about building and contributing to our in-office culture in NYC! We’re working against an incredibly ambitious mission. It won’t be easy, but it will likely be the most fulfilling work of your career. If this excites you, let's chat, even if you don't meet all of the qualifications above.
Thus we can treat that as Requirements (or Qualifications). We'll choose Requirements for the core requirements, and maybe Qualifications for the bonuses? But we have no separate qualifications section. Could combine into Requirements.
Skills: maybe we can extract skills from responsibilities: building integrations, HRIS admin, workflow design, payroll administration, compliance, reporting, stakeholder coordination, documentation, communication, automation bias, etc. Could be a Skills section.
Benefits: Not mentioned explicitly. No benefits details. So we should NOT include Benefits section.
Pay: Not mentioned. So no Pay.
Schedule: Not mentioned. So no Schedule.
Thus we will have sections: About the role, Responsibilities, Requirements, Skills.
We need to ensure we don't repeat job title. Use
for each. We need to preserve all substantive information. Let's extract content. About The Role paragraph: "Percepta is seeking our Founding People Operations Partner to help build our company from the inside out. Working in tandem with the Head of People, you’ll both influence strategy and be the driving force that turns planning into reality. This role is about building the systems and processes that let Percepta take great care of its people accurately, reliably, and at scale. You will be a hands-on builder of the operational engine that drives how Percepta onboards, pays, and supports our expanding team. Most of these systems don’t exist yet, and you’ll get to be the visionary that designs and builds processes while also running them seamlessly." We'll put that in
. Responsibilities: "What You'll Do" includes several subheadings: Systems, Workflows, & Integrations; Employee Lifecycle; Data, Reporting, & Compliance; General Operations and Support. We can turn each bullet into list items. Let's extract each bullet: Systems, Workflows, & Integrations: - Build and maintain the integrations between People, Finance, Legal, and IT so employee data is entered once and stays accurate everywhere it lives - Own the day-to-day administration and data integrity of our HRIS and the People systems connected to it, including configuration, permissions, fields, workflows, and reporting - Design, document, and run the core People workflows: onboarding, visa transfers, role and compensation changes, performance management, leaves, and offboarding - Be the go-to person for system issues, vendor support, and access requests Employee Lifecycle: - Own every tactical piece of onboarding, from background checks, immigration support, I-9 verification and work authorization, to equipment, access provisioning, and everything in between - Administer payroll and benefits through our PEO - Keep employee records accurate and maintain a clean audit trail behind every change - Handle offboarding with the same care and attention as onboarding Data, Reporting, & Compliance: - Keep us compliant as we hire into new states and jurisdictions, paying attention to postings, notices, filings, policy updates, the works - Spot risk before it becomes a problem: data gaps, missed deadlines, process breakdowns or other potential issues - Build reporting systems that give leadership real insight into headcount, hiring, and where the people function needs attention General Operations and Support: - Act as the operational partner to our Head of People - Be the initial point of contact for employee questions on policy, benefits, systems, and process, escalating what needs judgment and resolving the rest yourself - Coordinate across internal and external stakeholders to get things over the line - Keep our People Ops knowledge base and internal documentation current, clear, and actually useful We'll put these as
- items, possibly grouped under subheadings? But instruction: use
- for any list of duties/requirements/benefits. Could just flatten all items into one list. But maybe better to keep subheadings as
then list? However they said use
for section headings only. Subheadings inside could be
or . But to keep simple, we can just make a flat list of all responsibilities. Requirements: from "Who You Are". We'll list each bullet. - At least 5-7+ years in People Operations or HR Operations in a high-growth environment. - Previous experience procuring, implementing, and maintaining an HRIS or adjacent People systems. - Working knowledge and experience in the administration of US employment practices, payroll and benefits, and broader compliance obligations. - It’s a huge bonus if you’ve worked with a Professional Employer Organization (PEO) before, or have been through the process of transitioning from using a PEO to bringing things in house. - Exceptional attention to detail and follow-through. Things you own simply don't fall through the cracks! - Strong data instincts, with comfort in spreadsheets, confidence building a clean report, and an allergy to inconsistent records. - Clear communicator with employees at every level, paired with sound judgment about what stays confidential. - A genuine bias toward automation, always looking for the repeatable pattern and removing the manual work. - It’s a big plus if you have experience using or are excited to learn more about AI tooling and lightweight automation! - Real comfort with ambiguity and unbuilt process. You'd rather write the first version of something than wait for one to come around. - Excited about building and contributing to our in-office culture in NYC! We’re working against an incredibly ambitious mission. It won’t be easy, but it will likely be the most fulfilling work of your career. If this excites you, let's chat, even if you don't meet all of the qualifications above. We could keep as list. Skills: we can extract from responsibilities and requirements: HRIS administration, workflow design, payroll administration, benefits administration, compliance, reporting, stakeholder coordination, documentation, communication, automation, data analysis, etc. But we need to avoid inventing. We can list skills explicitly mentioned: HRIS administration, workflow design, payroll and benefits administration, compliance, reporting, stakeholder coordination, documentation, communication, automation bias, data instincts, spreadsheet proficiency, etc. Let's pull from text: - Build and maintain integrations between People, Finance, Legal, IT - Own day-to-day administration and data integrity of HRIS and connected People systems (configuration, permissions, fields, workflows, reporting) - Design, document, and run core People workflows (onboarding, visa transfers, role and compensation changes, performance management, leaves, offboarding) - Go-to person for system issues, vendor support, access requests - Own tactical onboarding (background checks, immigration support, I-9 verification, work authorization, equipment, access provisioning) - Administer payroll and benefits through PEO - Keep employee records accurate, maintain audit trail - Handle offboarding - Keep compliant with hiring into new states/jurisdictions (postings, notices, filings, policy updates) - Spot risk (data gaps, missed deadlines, process breakdowns) - Build reporting systems for headcount, hiring, people function insight - Act as operational partner to Head of People - Initial point of contact for employee questions on policy, benefits, systems, process - Coordinate across internal/external stakeholders - Keep People Ops knowledge base and internal documentation current, clear, useful Skills list could be: HRIS administration, workflow design and documentation, payroll and benefits administration, compliance management, reporting and analytics, stakeholder coordination, employee onboarding/offboarding, immigration support, vendor management, documentation and knowledge base maintenance, communication, automation mindset, data integrity, spreadsheet proficiency. We need to ensure we don't invent. All these are derived from text. It's okay. Now produce HTML fragment:
About the role
...
Responsibilities
- ... ...
Requirements
- ... ...
Skills
- ... ...
- for any list of duties/requirements/benefits. Could just flatten all items into one list. But maybe better to keep subheadings as
- items, possibly grouped under subheadings? But instruction: use