You will ensure that every stage of the employee lifecycle, from the moment a contract is signed through offboarding, is supported by scalable systems, clean data, and compliant processes.

Key responsibilities include:

• Systems Architecture & Data Intelligence: Lead the evaluation, implementation, and integration of the HRIS, Performance Management, and Engagement tools to ensure a seamless flow of data across the employee lifecycle.
• Data Integrity & Analytics: Act as the 'single source of truth' for all people data. Serve as the custodian of people data, building automated dashboards and audit processes that allow the People team to track workforce trends and demographics with 100% accuracy.
• Process Automation: Identify manual bottlenecks in the employee experience and implement automated workflows to increase efficiency and reduce human error.

Operational Excellence & Lifecycle Management:

• Scaling Infrastructure: Build and document scalable operational processes related to internal transfers, promotions, leaves of absence, and offboarding, that can support a rapidly growing, distributed organization within a ticketing system (e.g. Service Now, Jira, etc.).
• Onboarding Integration: Partner with IT and Hiring Managers to manage the operational side of onboarding, ensuring new hires have the tools, access, and tribal knowledge to be productive on Day 1.
• Vendor Management: Manage relationships with third-party software and service providers. Manage a distributed workforce, including international compliance, PEO/EOR management, and regional employment law.

Compliance & Risk Management:

• Compliance Administration: Manage the technical distribution, version control, and mandatory acknowledgment workflows for all company policies and the Employee Handbook.
• Regulatory Record-keeping: Build the audit frameworks that ensure people practices (e.g., I-9 verification, labor law postings, and data privacy) meet federal, state, and local requirements.
• Data Privacy: Oversee the security and privacy of employee records, ensuring compliance with data protection regulations.
• Audit Readiness: Maintain 'audit-ready' files and processes for employment eligibility (I-9s), labor posters, and mandatory training.

Culture & Experience Infrastructure:

• Feedback Loops: Administer employee engagement surveys and lifecycle touchpoints, providing the raw data and structural support for People Business Partners to drive cultural change.
• Internal Communications: Manage the 'People Portal' or Intranet, ensuring employees have easy access to the policies and resources they need.

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