People Operations Specialist (100% Remote)

The Mom Project is excited to partner with our client, a leading baby registry, e-commerce, and content platform for growing families, who is seeking a contract People Operations Specialist to join their team!

This role is 100% Remote

The People Operations Specialist owns the employee lifecycle, from onboarding and people changes through offboarding, and owns whether that experience actually lands well for employees and managers. More and more of the execution runs on agents and automations. Your job is the part that does not automate: deciding what “good” looks like, judging the cases where the rules run out, knowing when someone needs a person instead of a process, and raising the bar on all of it over time. You will own the agents that do the work, and you will own the outcome whether or not they get it right.

Who You Are

• You define what good looks like and hold the bar. You can describe what a frictionless onboarding is, measure whether you hit it, and say what you would change next
• You exercise judgment where the rules run out. Most lifecycle work is routine; the
• handful of cases that are not are the ones that matter, and you can tell them apart
• You have owned an HR process end to end, whether onboarding, offboarding or people changes, and you can describe exactly what broke and how you fixed it
• You know what should never be automated. You have a clear instinct for when a person needs a person, especially around pay, leave, immigration status, or someone's last day
• You have administered an HRIS: configuration, fields, workflows and permissions, not just data entry. Paylocity, Workday, Dayforce or similar
• You show up as a partner, not a policy desk. You explain the why and leave managers more capable than you found them
• You hold compliance detail without being reminded, including I-9 timing, E-Verify windows and records retention
• You escalate well: independent on standard work, fast to flag anything with legal or pay consequences
• You bring 2 to 4 years in HR Operations or a comparable operations role
• You naturally reach for AI in your work. Our client’s team uses AI daily. You're already using it to move faster and improve your output, and you stay curious about what's coming next

How You'll Make an Impact

Own the Employee and Manager Experience

• Own the outcome our team is measured on: an experience that is clear, coordinated and frictionless to navigate, measured rather than assumed
• Set the standard for what each lifecycle moment should feel like, and hold the process to it whether a person or an agent is doing the work
• Use help desk volume and employee feedback as your feedback loop on where the experience actually breaks
• Document and educate on the why, not just the what, so managers can give clarity instead of being routed to policy
• Improve on a cycle. Nothing here is set in stone, and the process you inherit should not be the one you are still running a year from now

Agent Operations

• Define what good looks like for every automated process: the standard the agent is held to, and the measure that proves it met it
• Decide what gets automated and what stays human, and defend that line when it is tested
• Serve as the named owner for every automation shipped into the lifecycle. You own the result, not the person who built it
• Review agent output with discretion, including the case that is technically correct and still wrong for the person in front of you
• Monitor runs and reconcile outcomes: confirm what should have happened did, and catch gaps
• Feed what you learn back into the next build, partnering with our Automation Builder on specs, test cases and rebuild requests

Employee Lifecycle

• Own onboarding, offboarding and people changes end to end, across HQ and our
• fulfillment centers
• Run the I-9 and E-Verify program and background checks, with no missed windows
• Own performance cycle operations: system configuration, calendaring and launch

Readiness

• Run the People help desk: triage, SLAs, and a knowledge base that reduces repeat questions

Systems, Data and Documentation

• Own data integrity across Paylocity, Lattice and ChartHop through audits, exception reports and clean records
• Hold HRIS administration on an interim basis and work alongside our incoming systems administrator through a full HRIS implementation
• Maintain the automation inventory: what each one does, which systems it touches, and what breaks it
• Own People Operations reporting, including headcount and lifecycle metrics
• Keep SOPs current for every key workflow, updating them when the process changes

Why This Role

• This role is being rebuilt around agent operations rather than retrofitted to it. You would be defining what it means to hold AI agents to a standard in live People Ops work
• The interesting part of this job is the judgment, not the queue. The routine execution is increasingly automated, which is what frees you to own the cases and the outcomes that actually need a person
• You will not be figuring out automation alone. A dedicated Automation Builder and a Process Architect are building alongside you; your job is to own what they ship and tell them what good looks like
• The scale is real: HQ plus a 400+ person fulfillment center, with a second node opening next year.