Head of People Operations

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Benefits, maybe Compensation & Benefits? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Include a section ONLY when posting has real, specific content. So we need sections: About the role (the paragraph after "About The Role"), Responsibilities (list), Requirements (list), Benefits (list). Also maybe Compensation & Benefits? The posting includes "Compensation & Benefits" paragraph. It says "We offer competitive compensation that includes base salary, meaningful equity, and benefits such as health and dental coverage, flexible vacation, a 401(k) plan with employer match, phone and wellness stipends, and life insurance." Also later "Benefits Benefits include medical, dental, and vision coverage, flexible vacation, a 401(k) plan, meals on in-office days in the US and more." So we have benefits content. The instruction says include Benefits section if posting actually states them. Yes. So we will have Benefits section. Also maybe Pay? Not specific numbers, just "competitive compensation". The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation generally, but not specific numbers. Should we include Pay? The instruction says "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation generally, but not specific numbers. The phrase "competitive compensation that includes base salary, meaningful equity, and benefits..." is a statement about compensation. So we could include a Pay section? However they gave example headings: Pay, Schedule. They said "never create Pay/Schedule/Benefits sections unless the posting actually states them." Since they do mention compensation, we could include a Pay section with that content. But they also have a separate Benefits section. The posting also has "Compensation & Benefits" heading. We could combine into Benefits? But they said prefer few substantive sections over many thin ones. Could combine compensation and benefits into one Benefits section? But they differentiate. I'd include a Benefits section covering both compensation and benefits details. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we could have Benefits and maybe Pay separate. However the posting does not give specific pay numbers, but does describe compensation components. That is enough for a Pay section? Might be considered substantive. I'd include a Pay section with the compensation description. Then Benefits section with benefits list. However there is overlap; but we can keep both. We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate. We need to preserve all substantive information. So include location info? The location/City line: "Location/City: San Francisco, CA; New York, NY; open to remote". This is metadata; could be folded into a short

maybe under About the role? The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include a short paragraph after About the role heading maybe containing location. But we already have About the role section; we could add a

after the heading with location info. However the About the role section currently has a paragraph describing role. We could add location as a separate

within that section? The instruction: "Use

for section headings ... Use

• for any list of duties/requirements/benefits, and

  for prose." So we can have multiple

  under a section. So after the heading

  About The Role

  , we can have a

  containing the descriptive prose, then maybe another

  for location. Or combine. Similarly, we might include a short

  for "About Us" maybe? The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." The "About Us" is not a heading we need? It's not in the list of headings; we could treat it as prose under maybe an introductory section? But they said include a section ONLY when posting has real, specific content for it. The "About Us" is not one of the standard headings; we could either drop it or incorporate as a

  before the About the role? The instruction says output ONLY the HTML fragment; we can include a

  for About Us as introductory context. It's not a heading, but we can include it as a

  . However they said "Prefer a few substantive sections over many thin ones." Including About Us as a paragraph may be okay. But we need to preserve ALL substantive information. The About Us paragraph contains mission, funding, stats. That's substantive. Should we include it? Probably yes, as a

  before the sections. Not as a heading. Thus final HTML: maybe start with a

  about us, then

  About The Role

  with paragraphs (role description, location), then

  Responsibilities

  with
  • ..., then

    Requirements

    with
    • ..., then

      Benefits

      with
      • ..., then

        Pay

        with

        ... compensation description. Check for duplication: Responsibilities list includes many items; we need to preserve all. We'll copy each bullet as

      • . Ensure we don't miss any. Let's extract responsibilities bullet points from text: "Own People Ops end-to-end. You are the accountable operator for HRIS integrity, benefits administration, leave and accommodations management, compliance, and onboarding and offboarding programs. The function runs because you built it to." "Build and maintain LangChain's compliance layer. US multi-state requirements, global employment law, contractor vs. FTE classification, immigration case coordination, and audit readiness across I-9, ERISA Wrap, and Flex Plan. You're the internal expert and the escalation point, and you partner with outside employment counsel when it calls for it." "Own Rippling as the system of record. Workflow configuration, data integrity, onboarding and offboarding automation, payroll coordination. You don't just use the tool — you build it." "Lead global employment operations. Manage EoR provider relationships, coordinate international contractor agreements, and build scalable infrastructure for hiring across geographies including the US, UK, EU, and beyond. You understand the compliance nuance across regions, not just one." "Architect and govern People policies. Own the employee handbook, leave frameworks (medical, parental, personal), STD/LTD administration, outside activity and IP-adjacent policies, and the compliance governance behind them. You'll own the mechanics and logistics of our benefits programs long-term, including STD/LTD setup and ongoing vendor management." "Build People Ops automations and workflows. You've shipped automations yourself. You have opinions on what should be automated in the People function. You'll define the roadmap, build where you can, and partner with Talent Ops on execution where scopes intersect." "Own employee relations and accommodations. Handle ER matters with appropriate confidentiality, consistency, and documentation. Own the accommodations process end-to-end. You know when to resolve internally, when to escalate, and when to loop in counsel." "Contribute to People data and reporting. Own headcount data integrity in Rippling and contribute to the People analytics layer: turnover reporting, onboarding metrics, and the operational data that informs People strategy." "Evaluate and govern AI tools used in People Ops. As we deploy AI-assisted workflows across the function — from onboarding automation to compliance tooling — you'll be the operational owner who assesses accuracy, data handling, fairness, and auditability. You bring a thoughtful lens to where AI adds leverage and where human judgment is non-negotiable." "Support SOC2 and audit readiness. Serve as the People Ops owner for SOC2 and related compliance audits — documenting people-related controls, ensuring they're tested, and maintaining readiness as we scale." "Build a small team as we grow. You may hire 1-2 People Ops coordinators (FTE or contractor) over time. You know how to give people the torch and get out of their way." That's many bullets; each sentence could be a bullet. We'll make each as
      • . Now Requirements bullet points: "8+ years in People Ops or HR Operations, with meaningful time owning a People Ops function at a high-growth technology company through a significant scale-up phase" "Deep, hands-on Rippling experience — workflow config, data integrity, reporting, onboarding flows. Not 'familiar with it'" "Global employment experience across multiple regions — EoR coordination (Rippling Global, Multiplier, Remote, Deel, or similar), international contractor structuring, and cross-border compliance across US, UK, EU, APAC, or LATAM" "Built automations and workflows yourself — you've shipped something using Zapier, Make, or an LLM-assisted workflow. You don't just have ideas; you have receipts" "Strong working knowledge of California employment law and multi-state compliance, including leave administration, accommodations, and contractor classification" "Proven track record building compliance and policy infrastructure from near-zero, including leave frameworks, employment policies, and handbook governance" "Benefits administration and vendor management experience — brokers, carriers, EoR providers, background check vendors, and similar" "Comfort operating at multiple altitudes — you can advise the VP of People on policy architecture in the morning and fix a broken Rippling workflow in the afternoon" "High ownership orientation — you treat the function like it's yours, because it is" "AI tool fluency — you actively use AI tools in your work, have an opinion on where they add leverage in People Ops, and bring appropriate judgment to their governance" "Strong signal: Experience at a high-growth AI or developer tools company" "Have used or experimented with LangChain, LangSmith, or LangGraph" "Have an opinion on what an AI-native People Ops function looks like — and have started building one" "Experience standing up STD/LTD, 401(k) match, or similar benefits programs from scratch" "Direct experience engaging outside employment counsel on policy or ER matters" "SOC2 or similar compliance audit experience on the People side" Now Benefits section: The posting has two benefits paragraphs: first under "Compensation & Benefits": "We offer competitive compensation that includes base salary, meaningful equity, and benefits such as health and dental coverage, flexible vacation, a 401(k) plan with employer match, phone and wellness stipends, and life insurance. Actual compensation will vary based on role, level, and location. For team members in the EU and UK, we provide locally competitive benefits aligned with regional norms and regulations." Then later: "Benefits Benefits include medical, dental, and vision coverage, flexible vacation, a 401(k) plan, meals on in-office days in the US and more." We need to combine into a Benefits section list. Items: health coverage, dental coverage, vision coverage, flexible vacation, 401(k) plan with employer match, phone stipend, wellness stipend, life insurance, meals on in-office days (US). Also mention locally competitive benefits for EU/UK etc. Could include as separate bullet. We'll create
        • Health coverage
        etc. Pay section: The compensation description: base salary, meaningful equity, benefits (already covered), variable compensation for relevant roles? Actually the Compensation Philosophy paragraph: "We offer competitive compensation that includes base salary, variable compensation for relevant roles, meaningful equity, benefits, and perks. Actual compensation and offerings will vary based on role, level, and location." We'll include that as prose

        . Now About Us paragraph: We'll include as

        before sections. Location: we can include as a