People Operations Specialist

for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings. Remove boilerplate. Preserve all substantive info. Include a section only when posting has real, specific content for it. Avoid filler like "commensurate with experience". So we need to parse the posting. The posting includes: - Who We Are (mission, stats). That's about the company. Could be "About the role"? Actually "About the role" is typical heading for description of role. But we have "Who We Are" describing company. Could map to "About the role"? Might be better to use "About the role" for role description, but we have "Who We Are" which is about company. The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those exact headings if we have content. We need to decide which sections to include based on content. We have: - Who We Are: company mission, stats. Could be placed under "About the role"? Might be considered "About the role" but it's about company. However we could still use "About the role" heading and put that content there. The instruction says use those headings as examples; not strictly required to only use those exact strings? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect those headings. We'll include sections that have substantive content: About the role (company overview), Responsibilities (What You'll Do), Requirements/Qualifications/Skills (What We're Looking For), Benefits (Compensation and benefits), Pay (Compensation Range), Schedule (Flexibility/HQ location). Also maybe "Qualifications" separate from "Requirements". We'll decide. Let's extract content: **Who We Are** (company description): - Hallow mission: help people pray. No. 1 prayer app, >1B prayers across 150+ countries. - Building product authentically Christian and Catholic, resource for anyone seeking deeper relationship with God. - Believe people hungry for peace, find via silence with Christ (quote). - Goal: build something great combining Church spirituality with world-class product/content. - Need world-class team. - Launched Dec 2018, >30M downloads, >250k 5-star reviews. - Backed by mission-driven investors. - Startup, move quickly, small but big swings, each person responsible for impact. - Hard but meaningful work. - TL;DR: Looking for People Operations Specialist to run systems and daily operations behind Hallow's People function for fast-growing global team. You care about people as much as enjoy processes, software, data, prefer automate repetitive work. **What You'll Do** (Responsibilities): - People Systems Administration: own day-to-day admin of people processes and systems (Rippling, Lattice, Tilt). Manage and improve handling of team member records and changes, offer letters and contracts, I-9s, employment verifications, background checks, leave administration, performance management. - Data Integrity and Reporting: ensure People data accurate and consistent across systems. Implement new integrations, find/fix discrepancies, build/maintain reporting that managers, People team, leadership rely on. - Access and Devices: manage access across company-wide tools (Google Workspace, Slack, Zoom) from provisioning on first day through removal on last. Own device procurement, storage, collection with third-party logistics vendor; run periodic access reviews. - Automation and Integrations: find repetitive work in People and Ops processes and build it away using Rippling's integrations plus tools like Claude Code and Windmill. - Team Support: take first pass on internal People and Ops request queue; field questions from team about benefits, systems, devices, policies; answer what you can and escalate what you can't. - Compliance Cycles: keep recurring compliance work on schedule, including annual compliance training, benefits reporting and census audits, access reviews, support for SOC 2 information security program. - Possible Flex into Admin Support: role has potential to flex into offering direct administrative support to Hallow’s CEO and executive leadership team. **What You’ll Love** (maybe benefits/perks): - Mission: work humbling, hearing stories, impacting lives. Quote. - Ownership: own systems and operational infrastructure that entire People function runs on; latitude to improve. - Growth: part of startup journey; role built to grow as you automate repetitive work, freeing time for projects in internal comms, knowledge management, deeper tooling and systems builds, people analytics, compliance. - Flexibility: HQ in Chicago; would love many team members there, but completely flexible on location within US. - Comp: will pay competitive market rates in terms of equity, cash, & benefits. **What We’re Looking For** (Requirements/Qualifications/Skills): - Passion: excited about mission. - Builder's instinct: see problem, want to solve; prefer build workflow, automation, small internal tool vs workaround; built things with AI used regularly; keep up with new; collaborate well but also don't wait for playbook. - Curiosity and follow-through: notice integration stopped working or recurring question; investigate cause and drive resolution; comfortable reading contracts/policies; want to know why things work. - People-first: service-focused; take seriously; make people feel heard; warm, responsive; treat sensitive info as you'd want yours treated. - Tech-savvy: comfortable navigating broad tech stack; ideally worked with Google Workspace, Slack, Zoom at admin level; learn new tools quickly; can hold own in conversation about systems, integrations, infrastructure without being engineer. - Experience: 1-3 years in People/HR or executive support role; worked at startup or small company where wore many hats and gravitated toward process, systems, tooling side. - Pluses: prior HRIS administration, exposure to SOC 2 or GRC platform like Vanta, comfort building with tools like Claude Code, Codex, Windmill, or Google Apps Script. **Compensation Range**: - $70,000 to $90,000 USD per year (cash compensation). Each full-time employee in US also receives equity compensation, alongside top-tier benefits package (e.g., unlimited PTO, insurance, remote-flexible work, fully paid parental leave, 401(k) match, stipends for spiritual development, health & wellness, home-office, learning). The above range for cash compensation refers to base salary. All full-time employees also eligible for discretionary bonus at end of each fiscal year. These ranges are initial estimates; may vary depending on market/location and may be adjusted depending on person hired, experience, market dynamics. **Flexibility/HQ location** (Schedule?): - HQ is in Chicago; would love as many team members there as possible, but completely flexible on location within United States. Thus we can map: - About the role: Who We Are (company overview) + TL;DR maybe. - Responsibilities: What You'll Do (list of duties). - Requirements: What We're Looking For (passion, builder's instinct, curiosity, people-first, tech-savvy, experience). - Qualifications: maybe experience and pluses? Could combine with Requirements. But we need to avoid thin sections. Could have Requirements and Qualifications separate if we have distinct content. We have experience and pluses; could put under Qualifications. Or we could have Skills (tech-savvy, builder's instinct, etc.) as Skills. Let's think. We have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide what goes where. Potential mapping: - About the role: company description (Who We Are) + TL;DR summary of role. - Responsibilities: bullet list of duties (What You'll Do). - Requirements: core requirements (passion, builder's instinct, curiosity/follow-through, people-first, tech-savvy, experience 1-3 years). - Qualifications: maybe education? Not present. Could skip Qualifications if no specific content. But we have "Pluses" which could be Qualifications? Or Skills. Let's treat Qualifications as the experience and pluses (HRIS admin, SOC2 exposure, tool building). Skills could be the specific competencies: builder's instinct, curiosity, people-first, tech-savvy, etc. But we already used those in Requirements. Might be overlapping. Better: Use Requirements for the core mandatory items (experience 1-3 years, passion, builder's instinct, curiosity, people-first, tech-savvy). Use Qualifications for the pluses (HRIS admin, SOC2/Vanta exposure, comfort building with Claude Code, Codex, Windmill, Google Apps Script). Use Skills for maybe the specific tools: Rippling, Lattice, Tilt, Google Workspace, Slack, Zoom, etc. But those are mentioned in responsibilities. We need to avoid filler. Let's see if we have enough distinct content for each. We have: - About the role: company mission, stats, TL;DR. - Responsibilities: list of duties (People Systems Administration, Data Integrity and Reporting, Access and Devices, Automation and Integrations, Team Support, Compliance Cycles, Possible Flex into Admin Support). - Requirements: passion, builder's instinct, curiosity/follow-through, people-first, tech-savvy, experience 1-3 years in People/HR or executive support at startup/small company. - Qualifications: pluses: prior HRIS administration, exposure to SOC 2 or GRC platform like Vanta, comfort building with tools like Claude Code, Codex, Windmill, or Google Apps Script. - Skills: maybe specific tools: Rippling, Lattice, Tilt, Google Workspace, Slack, Zoom, etc. But those are already in responsibilities. Could still list them as skills. However we might be repeating. But we can still include them as skills if we want a Skills section. However we need to avoid filler. The posting does mention those tools in responsibilities; we could extract them as skills. It's substantive. - Benefits: top-tier benefits package (unlimited PTO, insurance, remote-flexible work, fully paid parental leave, 401(k) match, stipends for spiritual development, health & wellness, home-office, learning). Also equity compensation. - Pay: cash compensation range $70k-$90k base salary, plus equity, discretionary bonus. - Schedule: flexibility: HQ Chicago, flexible location within US. We must not include sections with filler like "commensurate with experience". We have actual specifics. Now produce HTML with

headings and appropriate

• for lists,

  for prose. We need to ensure we don't include job title heading. The job title is People Operations Specialist but we shouldn't repeat as heading. We must not include Job ID/requisition numbers. We must remove boilerplate like cookie/navigation/legal/EEO etc. Not present. Now craft HTML. We'll start with

  About the role

  then

  containing company description and TL;DR. Then

  Responsibilities

  then
  • each duty. Then

    Requirements

    then
    • each requirement. Then

      Qualifications

      then
      • each plus. Then

        Skills

        then
        • each tool/skill. Then

          Benefits

          then
          • each benefit. Then

            Pay

            then

            with cash range, equity, bonus. Then

            Schedule

            then

            about flexibility and HQ. Check that we don't have empty sections. Now write content