HR Operations Analyst

About the role

You will own the systems, data, and processes behind every employee's experience at Obin, from offer letter to offboarding. You will do the work yourself — building HR operations, not inheriting them. You report to our Head of Recruitment & Human Resources, who owns talent and people strategy; you own the operating system that makes it run accurately, compliantly, and at scale.

Responsibilities

• HRIS administration: Rippling is the source of truth for every person, title, manager, department, and compensation record. Keep it accurate, build the workflows, run the reports, and fix what breaks. Every org chart, headcount number, and payroll run compiles from your data.
• Employee lifecycle: Onboarding, transfers, promotions, and offboarding, including background checks, I‑9 and employment eligibility, equipment and system access, and day‑one readiness. Every new hire should be productive in their first week, and every departure should be clean and fully documented.
• Offers and compensation administration: Prepare offer letters and employment documents, including variable compensation, commission draws, and equity terms, and ensure what is promised matches what is paid.
• Compliance and recordkeeping: Multi‑state employment requirements, required postings and notices, policy acknowledgments, audit‑ready records, and a compliance calendar so nothing is missed. Coordinate with outside counsel on immigration matters, including TN and other work authorizations.
• Benefits, payroll, and vendor operations: Run open enrollment, support payroll as backup, and reconcile HR and benefits invoices with vendors and finance so every discrepancy is resolved and every bill is paid on time.
• People data and reporting: A monthly people dashboard covering headcount, hiring, turnover, time to fill, and training completion. Leadership should be able to answer a workforce question without asking for a spreadsheet.
• Performance and development cycles: Coordinate goal setting and the review cycle: timelines, communications, manager support, and completion tracking. Track required training and keep records current.
• Process documentation and automation: Write the playbooks, checklists, and policies that let HR scale without adding headcount. As an AI company, we expect you to look for ways to automate repetitive work, not just document it.
• Employee experience: Answer employee and manager questions quickly and accurately, run engagement surveys, keep internal HR resources current, and ensure every HR communication is clear and consistent with our values.

Requirements

• HR operations experience: 4–7+ years in HR operations, people operations, or a closely related role, with real ownership of processes rather than support for someone else's.
• HRIS depth: Administered an HRIS such as Rippling, Workday, or ADP — data, workflows, reports, and integrations. You are the person others ask when the system is wrong.
• Data fluency: Comfortable in spreadsheets, can build a report from raw exports, and notice when a number doesn't add up.
• Compliance knowledge: Understand federal, state, and local employment requirements and know when to escalate to counsel.
• Discretion and judgment: Handle compensation, immigration, and employee relations information with complete confidentiality.
• Precision and follow‑through: Manage many deadlines at once, and the details are right the first time.

Preferred qualifications

• Rippling or similar PEO administration experience specifically
• Early‑stage or high‑growth startup experience
• Multi‑state or distributed workforce compliance
• Coordinating employment‑based immigration (e.g., TN, H‑1B) with outside counsel
• Experience with sales compensation, commission, or equity administration
• Experience automating HR workflows with no‑code tools, scripts, or AI
• HR certification such as SHRM‑CP or PHR