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 you'll 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.
