People Operations Specialist, Talent

Talent Acquisition, Employer Brand & Onboarding

• 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.
• Work with the People Operations Manager and People Operations Business Partner to obtain job description, salary grade, and job level information, and create and maintain Job Templates in Rippling.
• Provide backup recruiting coverage as needed during hiring surges or coverage gaps, conducting candidate phone screens and reviewing resumes to support hiring managers.
• Career site maintenance and employer-branding content coordination.
• 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; escalate 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 the automated onboarding ticket process and troubleshoot as needed; track onboarding completions and check in regularly with new hires.
• Process contractor agreements; support ad hoc IT and employee record changes.

Talent Development, Performance & Career Pathing

• Maintain the accuracy of Vyne's 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 deciding them.
• Coordinate goal-management logistics, including communicating goal-setting timelines, sharing enablement resources, and tracking goal completion alongside the performance review cycle.
• Manage the performance review cycle's communication cadence and completion tracking, including reminders, timelines, and status reporting.
• In partnership with the People Operations Business Partner, distribute training and resources that help managers hold effective performance and development conversations.
• 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.

AI Usage

• Use AI tools daily as a core part of how work gets done, treating them as a first-draft engine and productivity multiplier across recruiting, onboarding, L&D, and reporting.
• 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 clear, decision-ready summaries for the People Operations team.
• Build and format reports, dashboards, and trackers faster by using AI to structure data, write formulas, and generate visualizations.
• Generate first-draft learning content, quizzes, and enablement materials with AI in partnership with subject-matter experts, grounded in adult-learning principles.
• Apply sound judgment on when to use AI versus escalate to a person; protect PHI/PII and confidential HR data and follow all AI-use, privacy, and compliance guidelines.

Program Coordination

• Coordinate and execute Vyne's candidate, new-hire, and talent-development programs day to day, including recruiting coordination, onboarding, career-pathing support, learning & development, and performance enablement.
• Maintain program documentation, SOPs, checklists, and trackers, and keep it current as processes change.
• Follow the governance, review cycles, and standards set by People Operations leadership, flagging gaps or issues for resolution.
• Manage external employer review campaigns (Glassdoor/Indeed) and administer employee pulse surveys.
• Maintain the engagement calendar and content in support of an inclusive, motivating work environment.

HR Operations, Compliance, Data & Reporting

• Maintain the Headcount Planning module in Rippling, keeping headcount and requisition data accurate and reconciled; flag requisition-to-approved-headcount discrepancies to People Operations leadership.
• Manage the automated process for new-hire Non-Compete, Confidentiality, and Assignment Agreements; audit signature completion to keep records 100% current, and account for updated agreements when employees change roles through promotion or transfer.
• Ensure interview notes are captured in Rippling; upload and file background-check reports for audit readiness.
• Apply current employment-law and compliance guidance provided by People Operations leadership, staying informed on relevant requirements; escalate novel or ambiguous compliance questions.
• Maintain HR metrics reporting in DOMO and Rippling dashboards and enter talent metrics on a recurring (quarterly) basis, using AI to speed data preparation and formatting.
• Track success metrics for talent programs, adoption, skill attainment, performance outcomes, internal mobility, and employee feedback.
• Prepare summaries and insights for the CPO and leadership as needed, using AI to draft and structure the first version.