We9re looking for a People Specialist to join our People Team. You9ll support People Partners and cross functional teams on the work that helps our managers do their jobs well: performance cases, org changes, manager resources, and the operational processes underneath all of it. Some weeks you9ll be deep in a sensitive performance case coaching a manager. Other weeks you9re cleaning up a process, rebuilding a tracker, or helping prep a leader for a hard conversation. We need someone who takes both kinds of work seriously and holds the same quality bar for each. A lot of the work is sensitive. You9ll be close to performance management, org restructures, and situations that touch ER or Employment Legal. Good judgment about what to share, with whom, and in what form is paramount. Key responsibilities 3 Manage performance casework: building documentation, tracking timelines, prepping talking points, and keeping details from falling through the cracks while owning the process end to end 3 Own and improve operational processes that managers and People Partners depend on, including outside business activity requests and reorg processing 3 Build, maintain, and improve manager resources and documentation so they9re actually useful and actually current 3 Partner with Leadership Design on manager enablement programs like the performance cycle: logistics, content, delivery, and the unglamorous operational work that makes programs run 3 Pull and compile reports and data for sensitive personnel matters 3 Maintain tracking systems for casework and manager enablement initiatives; make them better than you found them Minimum qualifications 3 You9ve supported complex or sensitive casework before and can work with partial information, messy handoffs, and tight timelines 3 You9re detail-oriented: you catch things, close loops, and remember where to find crucial information 3 Strong written communication. You9ll be drafting things leaders use in hard conversations, and you9re not precious when they get edited (you used Claude as a guide but not as a final editor) 3 Good judgment on need-to-know. You think about what to share, with whom, and what goes in writing versus what stays verbal 3 You9ll push back when something9s off. You have a point of view and you9re comfortable raising concerns with people more senior than you 3 Comfortable with range. You don9t check out on the tedious work or treat it as beneath you Preferred qualifications 3 5+ years in an HR- role: people operations, HR coordination, HRBP, or similar 3 Experience at a high-growth tech company where process was being built 3 Direct experience supporting HRBPs, Managers and Employees through challenging and sensitive matters 3 Working knowledge of HR compliance requirements 3 Interest in AI safety 3 Claude power user in your current role The annual compensation range for this role is listed below. For sales roles, the range provided is the role9s On Target Earnings (4OTE4) range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role. Annual Salary: $235,000-$300,000 USD Logistics Minimum education: Bachelor9s degree or an equivalent combination of education, training, and/or experience Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices. Visa sponsorship: We do sponsor visas! However, we aren9t able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this. We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you9re interested in this work. We think AI systems like the ones we9re building have enormous social and ethical implications. We think this makes representation even more important, and we strive to include a range of diverse perspectives on our team.