Principal, People Operations

As the Principal People Operations you will own the transactional and compliance backbone of the employee experience: every hire in every change during every exit out recorded right the first time and defensible when someone asks for the evidence. You are hands-on on a small People team supporting HQ plus multiple sites across several states.

What youll own
Lifecycle execution:Onboarding end to end (paperwork I-9 background checks system setup Day 1 relocation) and offboarding end to end (separation docs access removal equipment final pay termination workflows).
HRIS & records: All lifecycle changes in the HRIS (promotions transfers title comp manager LOA) and complete retained employee records.
Employment compliance & separation paperwork: Prepares termination letters and separation documentation processes resignation paperwork and produces employee records when Legal requests them. Multi-state compliance: notices I-9s recordkeeping state-specific documentation compliance calendar.
Leave benefits & payroll:LOA administration with providers benefits enrollment support with Total Rewards and pay-impacting changes delivered ahead of payroll cutoff.
Employee service & policy:First point of contact the People shared inbox and request queue to SLA verifications and letters handbook knowledge base and templates.
Audit readiness & reporting:AuditBoard ownership (evidence audit responses remediation) recurring audits of employee data and files and metrics on completion SLAs and open items.
Process & partnering:Spots recurring gaps and manual work and proposes fixes. Partners with Payroll Benefits Recruiting IT Finance Legal and People Systems.

Minimum qualifications
. 4 years in People / HR Operations with personal ownership of both onboarding and offboarding.
. Hands-on HRIS transactions (Workday UKG ADP Paylocity BambooHR or similar): you processed the changes not requested them.
. Direct I-9 verification and I-9 recordkeeping experience.
. Multi-state US employment administration including state-specific documentation and notices.
. Employee records and personnel files kept to a standard that holds up when someone asks for evidence.
. Intermediate Excel or Sheets: lookups pivots reconciliation between two systems.
. Proven discretion with comp medical leave and separation information.
. Writes clearly enough that an employee-facing letter or policy goes out without a rewrite.
. In office in Brickell with occasional same-day turnaround.

Preferred qualifications
. Public company high-growth or multi-site especially one that hired into new states fast.
. Has been on the responding side of an audit (internal external SOX I-9 benefits) and owned the evidence.
. AuditBoard or a comparable controls platform.
. Supported an hourly or site-based population alongside corporate.
. LOA administration with an external provider (Sedgwick Lincoln MetLife) including FMLA and state leave.
. Relocation coordination. HRIS implementation or migration. SHRM-CP or PHR. Proficiency in Spanish.