Manages the Administrative Coordinator program, leading a distributed team, overseeing hiring, capacity planning, onboarding, performance, and operational processes. The role partners with stakeholders to improve global program effectiveness and scale administrative support.

Supports employee relations investigations, grievances, disputes, and HR compliance programs across EMEA and APAC. The role requires a bachelor’s degree, 3–5 years of relevant experience, strong employment-law knowledge, and the ability to handle sensitive global cases.

Leads a global People Operations support team, improving HR processes, systems, data integrity, compliance, and employee experience. Requires at least five years of people and operations management experience, HR systems expertise, strong analytical skills, and a graduate or postgraduate HR-related education.

Leads the design, governance, and continuous improvement of disputes and broader risk operations training across internal and BPO teams. The role requires 4+ years of training or instructional design experience, strong consumer financial regulatory knowledge, and the ability to scale programs using QA and performance data.

Provides regional HR advisory support for Rippling’s APAC Employer of Record service, guiding customers and employees through hiring, employee relations, compliance, and offboarding across multiple countries. Requires at least five years of HR experience and expertise supporting Malaysia, with broader international HR exposure.

Coordinates London workplace operations, facilities, vendors, events, budgets, and employee support while partnering with HR and IT across European offices. Requires 5+ years of relevant experience, strong organization and communication skills, and comfort supporting employees across time zones.

Leads Cape’s People organization and talent strategy through rapid growth from 100 to 300+ employees. The role owns recruiting, retention, organizational development, compensation, performance management, and leadership programs while partnering directly with the CEO and executive team.

The Talent Intelligence & Analytics Manager analyzes AI talent markets, recruiting-funnel performance, and compensation trends to guide hiring strategy. The role requires 5+ years in people or recruiting analytics, strong SQL and data-modeling skills, dashboard development experience, and confident communication with recruiting and executive leadership.

The Employee Relations Partner advises managers and business leaders on complex employee matters, investigations, performance issues, workplace conflicts, and organizational risk. The role requires substantial HR or employee relations experience, strong judgment, legal partnership, coaching ability, and analytical skills.

The Senior HRIS Analyst will configure and optimize Workday HCM and Advanced Compensation, support security and worker lifecycle processes, and build reporting solutions. The role requires a bachelor's degree or equivalent experience and at least five years of Workday functional experience.

The Senior HRIS Analyst configures, administers, and improves Workday and the broader People technology stack, supporting workflows, reporting, integrations, testing, compliance, and stakeholder enablement. The role requires 5+ years of hands-on HR technology experience and strong project and stakeholder management skills.

Runs end-to-end people and employee-experience programs across EMEA and APAC, translating global frameworks into local execution and building scalable operational infrastructure. The role requires strong project management, stakeholder trust, change-management ability, and proactive use of AI tools.

Manages global mobility operations, including business travel compliance, relocations, international assignments, and entity transfers. The role requires hands-on global mobility case ownership, strong communication, responsiveness, and process improvement skills.

Own Ramp’s global immigration, mobility, relocation, and international employment compliance programs as the company expands. The role requires 5–7+ years of global People Operations, immigration, mobility, or compliance experience, strong vendor management, and the ability to build scalable processes.

Serves as the strategic compensation partner for Airbnb’s Technology organization, advising senior leaders on offers, equity, leveling, market benchmarking, and compensation cycles. The role requires 8+ years of compensation or analytics experience, strong technical-role expertise, and advanced analytical and communication skills.

Build and scale HR operations infrastructure, including AI-powered workflows, manager enablement tools, employee-process automations, and people analytics dashboards. The role requires hands-on experience with HR operations, AI tooling, data systems, and cross-functional program management.

Leads Baseten’s global workplace, real estate, and employee environment strategy as the company scales from hundreds to thousands of employees. The role requires 10+ years of experience building workplace functions at hypergrowth technology companies and is based in San Francisco with regular office presence.

Leads and builds the post-hire People function for a rapidly scaling technology company, owning performance, compensation, culture, development, employee relations, and HR operations. The role requires 8+ years in People or HR and experience building programs from scratch.

Owns company-wide talent acceleration by improving onboarding, diagnosing skill gaps, and designing measurable learning programs. The senior individual contributor should bring at least five years of experience improving people’s performance, a commercial mindset, and the ability to apply AI to development programs.

Leads the HRIS function, Workday platform, and HRIS Specialists team while establishing scalable delivery, governance, and resource-management practices. Requires 8+ years of HRIS or People Technology experience, deep Workday configuration expertise, and experience managing internal teams and implementation partners.

Leads workplace strategy and operations, including office expansion, capacity planning, budgets, vendors, events, and employee and visitor experience. Requires 7+ years in workplace, facilities, or related operations, with experience scaling offices across multiple markets.

Own end-to-end U.S. and global immigration, visa sponsorships, relocations, and international hiring strategy for a fast-growing AI infrastructure company. Requires 5+ years managing diverse visa types, deep regulatory knowledge, and strong advisory skills across compliance, tax, and expansion.

Senior individual contributor designing and delivering end-to-end talent programs for Engineering at Datadog, including leadership development, career paths, org design, performance, mobility, and succession planning. Partners with executives on AI-driven changes to engineering roles and builds scalable, data-driven people solutions.

Lead and scale the People function at a high-growth AI search company. Partner with founders on organizational strategy, talent acquisition, performance, compensation, culture, and leadership development while building systems from the ground up.

Senior People Partner acting as strategic advisor to leaders on org design, workforce planning, talent strategy, and high-stakes performance/employee relations. Requires 6+ years experience in high-growth tech, strong US employment law knowledge, analytical skills with Excel/AI tools, and ability to build talent programs from first principles.

Administer benefits, leaves of absence, immigration, compliance, and employee recognition programs at Carbon. Serve as escalation point for complex inquiries while delivering high-touch support and managing vendor relationships. Requires 5+ years experience, Workday knowledge, and strong judgment handling sensitive matters.

Runs day-to-day People Operations for Commure’s India teams, covering HRMS administration, payroll inputs, attendance, documentation, employee queries, onboarding, offboarding, and process governance. Requires 4–6+ years of hands-on HR Operations experience and strong attention to detail.

Own People analytics, HRIS data integrity, performance-cycle operations, and core people processes while turning employee and talent data into actionable insights. The role suits an analytical, organized operator who can manage systems, documentation, surveys, and compliance with discretion and independence.

Partners with CRO and sales leadership to shape people strategies, organizational design, and talent development for global revenue growth. Leads a team of HRBPs, drives high-performance culture, and executes transformations using data insights. Requires 12+ years HR experience.

Lead Notion's Talent Management function by codifying talent philosophies, building scalable enablement tools and programs for People Partners, enabling talent density and leadership bench strength, and driving high-impact strategic projects in an AI-native environment. Requires deep talent management expertise, business acumen, and ability to influence without authority.

Drive Workday operations, reporting, and workforce analytics for Nuro's People Operations team. Own production support, build executive KPI dashboards leveraging AI, and support core people workflows in a lean, automation-focused environment. Requires 3+ years HRIS/People Ops experience with Workday.

Senior HRIS Analyst owning and optimizing Workday Core HCM and Security. Design scalable people systems, integrations, AI-enabled workflows, reports, and governance while partnering with People, Finance, and IT teams. Requires 4+ years HRIS experience with deep Workday configuration expertise.

Lead compensation strategy, design, and execution for base pay, incentives, equity, and global programs at a high-growth SaaS company. Advise senior leaders on pay decisions, conduct market benchmarking, ensure pay equity/compliance, and drive process automation using Workday, Pave, and Carta.

The HR Business Partner will support Cohere’s Modelling organization across Research and Engineering, advising leaders on organizational design, manager development, performance, talent, and employee experience. The role requires several years of HRBP or People Partner experience in fast-paced, technical, high-growth, and globally distributed organizations.

Lead day-to-day global benefits administration, leave programs, renewals, compliance, and vendor partnerships across multiple countries. Requires 5-7 years benefits experience, strong regulatory knowledge, and operational excellence in a shared-services HR model.

The Senior People Business Partner will lead strategic People initiatives for the Pune office, coach leaders, manage complex employee relations, and adapt global programs for APAC. The role requires 8+ years of experience, strong India employment law expertise, commercial acumen, and executive-level influence.

Lead end-to-end People Operations, Programs, Systems, and employee experience at a scaling hardware startup. Transition payroll/benefits in-house, implement HRIS with AI-forward lens, own performance management and multi-site culture while coaching the team and advising executives.

People Partner partnering with business leaders on performance management, organizational development, change management, employee relations, and people analytics to drive talent management, engagement, and business growth in a global environment. Requires 5+ years progressive HR experience with strong data and leadership coaching skills.

Lead organizational design, talent reviews, skills-based career frameworks, and performance management for an AI-enabled workforce at Justworks. Requires 7+ years in OD/talent management, expertise in AI-impacted workforce practices, and strong consulting/influence skills with senior leaders.

Lead the People function at Mintlify, partnering with founders on workforce planning, org design, compensation, performance strategy, and retention. Build structure and compliance as the company scales from 65+ employees, delivering weekly people-health insights and coaching managers.

Director, People responsible for driving AI-native People Operations, designing/scaling performance/compensation/benefits programs, and serving as strategic business partner to leaders. Requires 8+ years in HR/People leadership with proven AI/automation experience, strong operations background, and ability to operate strategically with high autonomy in a high-growth biotech environment.

Build FurtherAI's People function from the ground up as the first People Operations Lead. Own employee lifecycle, relations, org design, performance processes, and HR systems while partnering with GTM, Engineering, Product, and Design leaders on talent and scaling decisions. Requires 5-8 years of HR/People experience with strong judgment and execution skills.

Leads HR operations and people processes for Dandy’s international expansion, serving as a trusted partner to European site leadership and employees. The role requires 5–10 years of HR experience, multinational policy and compliance expertise, and experience establishing HR operations in new countries.

Serve as strategic People Partner and advisor to Engineering, Product, and Design leaders at Render. Design and run people programs, coach managers on growth and performance, diagnose org health, and proactively leverage AI to increase productivity and impact.

Leads high-severity global EOR HR escalations, coordinating payroll, benefits, legal, product, sales, and operations teams while guiding clients through complex employee-relations and compliance issues. Requires 8+ years of relevant experience, international HR expertise, strong executive communication, and influence without direct authority.

Support Rippling's EOR service as an HR generalist, managing the full employee lifecycle for global clients including onboarding, employee relations, claims, compliance, and terminations. Requires 5+ years Canadian HR experience with Quebec labor law knowledge, 3+ years payroll, bilingual French/English, and HRIS expertise.

Leads people strategy and HR operations for Japan while supporting expansion in Korea, advising senior leaders on employee relations, compliance, mobility, and employee experience. Requires 8–10+ years of international HR experience and comprehensive knowledge of Japanese labor legislation.

Own the strategy, design, and execution of global benefits programs for a distributed workforce across 30+ countries. Lead U.S. self-insured health plan evaluation, manage EOR partnerships, open enrollment, budgeting, compliance, and scalable processes for a high-growth company.

Operate and improve OpenAI's extended workforce program as an individual contributor. Own workstreams, scale processes with AI/automation, manage suppliers, ensure compliance, and advise stakeholders on flexible talent solutions.

Own end-to-end project and program management for Stripe's Total Rewards initiatives spanning compensation, benefits, equity, mobility, and M&A. Build scalable PM infrastructure, drive cross-functional alignment, leverage AI, and act as a strategic partner to pillar leads while raising overall PM capability.