Head of People Operations

Responsibilities: Own People Ops end-to-end. You are the accountable operator for HRIS integrity,

benefits administration, leave and accommodations management, compliance, and onboarding and offboarding programs. The function runs because you built it to. Build and maintain LangChain's compliance layer. US multi-state

requirements, global employment law, contractor vs. FTE classification, immigration case coordination, and audit readiness across I-9, ERISA Wrap, and Flex Plan. You're the internal expert and the escalation point, and you partner with outside employment counsel when it calls for it. Own Rippling as the system of record. Workflow configuration, data integrity, onboarding and offboarding automation, payroll coordination. You don't just use the tool — you build it. Lead global employment operations. Manage EoR provider relationships, coordinate international contractor agreements, and build scalable infrastructure for hiring across geographies including the US, UK, EU, and beyond. You understand the compliance nuance across regions, not just one. Architect and govern People policies. Own the employee handbook, leave frameworks (medical, parental, personal), STD/LTD administration, outside activity and IP-adjacent policies, and the compliance governance behind them. You'll own the mechanics and logistics of our

benefits programs long-term, including STD/LTD setup and ongoing vendor management. Build People Ops automations and workflows. You've shipped automations yourself. You have opinions on what should be automated in the People function. You'll define the roadmap, build where you can, and partner with Talent Ops on execution where scopes intersect. Own employee relations and accommodations. Handle ER matters with appropriate confidentiality, consistency, and documentation. Own the accommodations process end-to-end. You know when to resolve internally, when to escalate, and when to loop in counsel. Contribute to People data and reporting. Own headcount data integrity in Rippling and contribute to the People analytics layer: turnover reporting, onboarding metrics, and the operational data that informs People strategy. Evaluate and govern AI tools used in People Ops. As we deploy AI-assisted workflows across the function — from onboarding automation to compliance tooling — you'll be the operational owner who assesses accuracy, data handling, fairness, and auditability. You bring a thoughtful lens to where AI adds leverage and where human judgment is non-negotiable. Support SOC2 and audit readiness. Serve as the People Ops owner for SOC2 and related compliance audits — documenting people-related controls, ensuring they're tested, and maintaining readiness as we scale. Build a small team as we grow. You may hire 1-2 People Ops coordinators (FTE or contractor) over time. You know how to give people the torch and get out of their way.

Requirements: 8+ years in People Ops or HR Operations , with meaningful time owning a People Ops function at a high-growth technology company through a significant scale-up phase Deep, hands-on Rippling experience — workflow config, data integrity, reporting, onboarding flows. Not "familiar with it" Global employment experience across multiple regions — EoR coordination (Rippling Global, Multiplier, Remote, Deel, or similar), international contractor structuring, and cross-border compliance across US, UK, EU, APAC, or LATAM Built automations and workflows yourself — you've shipped something using Zapier, Make, or an LLM-assisted workflow. You don't just have ideas; you have receipts Strong working knowledge of California employment law and multi-state compliance , including leave administration, accommodations, and contractor classification Proven track record building compliance and policy infrastructure from near-zero , including leave frameworks, employment policies, and handbook governance

Benefits administration and vendor management experience — brokers, carriers, EoR providers, background check vendors, and similar Comfort operating at multiple altitudes — you can advise the VP of People on policy architecture in the morning and fix a broken Rippling workflow in the afternoon High ownership orientation — you treat the function like it's yours, because it is AI tool fluency — you actively use AI tools in your work, have an opinion on where they add leverage in People Ops, and bring appropriate judgment to their governance Strong signal: Experience at a high-growth AI or developer tools company Have used or experimented with LangChain, LangSmith, or LangGraph Have an opinion on what an AI-native People Ops function looks like — and have started building one Experience standing up STD/LTD, 401(k) match, or similar

benefits programs from scratch Direct experience engaging outside employment counsel on policy or ER matters SOC2 or similar compliance audit experience on the People side

Compensation &

Benefits We offer competitive

compensation that includes base salary, meaningful equity, and

benefits such as health and dental coverage, flexible vacation, a 401(k) plan with employer match, phone and wellness stipends, and life insurance. Actual

compensation will vary based on role, level, and location. For team members in the EU and UK, we provide locally competitive

benefits aligned with regional norms and regulations.

Compensation Philosophy: We offer competitive

compensation that includes base salary, variable

compensation for relevant roles, meaningful equity,

benefits, and

perks. Actual

compensation and offerings will vary based on role, level, and location. Team members in the EU, UK, and APAC receive locally competitive

benefits aligned with regional norms and regulations.

Benefits

Benefits include medical, dental, and vision coverage, flexible vacation, a 401(k) plan, meals on in-office days in the US and more.

A meeting lands on your calendar

If they’re a yes, I book the chat. You show up — that’s the whole job-hunt.