What you'll own
Employee operations
- Run the details behind onboarding, offboarding, access, benefits questions, leave logistics, and employee changes
- Keep payroll, benefits, and people data accurate
- Turn repeated questions into docs, checklists, and lightweight self-serve resources
Compliance operations
- Keep the weekly compliance work moving: platform issues, security requests, evidence collection, access reviews, and follow-ups
- Translate audit asks into practical next steps for Engineering, Ops, and other owners
- Keep enough context documented that someone else can understand what happened without digging through five systems
Vendors, contracts, and tools
- Keep renewals, signing workflows, vendor accounts, and contract next steps organized
- Route agreements through the right review, approval, and signature path
- Catch the small problems early: stale seats, unclear owners, bad vendor answers, upcoming renewals, and spend that needs a decision
Recruiting support
- Keep scheduling, ATS hygiene, debriefs, and candidate communication moving
- Help hiring managers run a tight process
- Once ramped, help with first-round screens, outbounding, and candidate follow-through where it makes sense
Finance ops
- Help keep expenses, reimbursements, invoices, cards, and spend review clean
- Work the queues and leave a clear trail behind decisions
- Make recurring finance work easy to inspect instead of dependent on memory
Office + leadership rhythm
- Own the basic LA office logistics: visitors, parking, mail, packages, supplies, and light facilities needs
- Support All Hands, leadership meetings, monthly reporting, planning cycles, OKR follow-ups, and cross-functional action items
- Make loose ends visible so important commitments do not disappear
Automations and agents
- Notice the repeatable work while you are doing it
- Help turn the right candidates into agents, scripts, automations, or better workflows
- Keep judgment manual where it matters, and automate the parts that are repetitive, brittle, or easy to miss
A day in the life
- 8:45-9:15 — Check the queues (Slack, email, HR tickets, recruiting coordination, vendor messages, access requests, expenses, signing workflows); separate urgent from batchable items
- 9:15-10:15 — Clear blockers (answer time-sensitive employee questions, move onboarding/access/benefits/leave/offboarding items forward, confirm candidate scheduling)
- 10:15-11:30 — Work the recurring ops checklist (payroll, benefits, compliance, vendors, recruiting, finance, office); update trackers and source-of-truth docs
- 11:30-12:00 — Vendor/contract/finance queue (signing workflows, renewals, invoices, reimbursements, card issues); route anything needing legal/finance/Head of Ops approval
- 12:00-1:00 — Lunch/office reset; handle small office items (visitors, packages, mail, supplies, parking, facilities)
- 1:00-2:00 — Clean up one system (update SOPs, improve checklists, reconcile queues, prep access reviews, organize renewal calendars); look for repeatable patterns to document, template, or automate
- 2:00-2:30 — Sync or async update with Head of Operations (review priorities, escalations, approvals, judgment calls)
- 2:30-3:45 — Build or improve an automation (turn recurring workflows into agents, scripts, or structured processes); test and document with human review checkpoints
- 3:45-4:30 — Close loops (respond to open employee/candidate/vendor/HR/finance/engineering threads); move tickets to current state
- 4:30-5:00 — Leave tomorrow cleaner (send short end-of-day/week update, capture follow-ups)
Weekly/biweekly rhythms
- Compliance digest and expense queue review
- Payroll and 401(k) review cycles
- Vendor renewal and signing queue review
- Recruiting coordination and debrief support when roles are active
- 1:1s with the Head of Operations to review priorities, escalations, and automation opportunities
You're a strong fit if you
- Have 1-3 years of operations/HR coordinator/EA/BizOps experience at a startup
- Have hands-on PEO or EOR experience (Deel, Rippling, Justworks, or similar)
- Have touched at least one compliance platform (Secureframe, Vanta, Drata, or similar)
- Are a daily Claude/ChatGPT/Cursor user; have shipped at least one automation (Zapier, n8n, Make, Apps Script, custom script)
- Have written at least one SOP, runbook, or process doc that someone else used
- Are fluent with the standard SaaS ops stack (HRIS, ATS, expense cards, MDM, e-signature, knowledge tools)
- Default to documenting and systematizing rather than memorizing
- Have judgment about what to escalate vs. handle
- Write clearly and patiently in vendor and employee threads
- Operate well without close supervision
Bonus
- Built or contributed to internal tools/agents at a previous job
- Familiarity with Claude Code, Cursor, n8n, Make, Retool
- State leave law knowledge (CA PFL, WA PFML, NY PFL)
- Experience scaling onboarding through 50 to 100 employees
- SOC 2/ISO 27001/HIPAA evidence-gathering experience
- Budget tracking or light variance analysis experience