People Operations Generalist

• Build and continuously improve our onboarding experience, from offer acceptance through ramp
• Create a simple, useful employee hub where people can easily find the information and resources they need
• Build the core People policies, documentation and operating infrastructure required as we scale
• Identify gaps across the employee lifecycle and determine what we need to build, improve or remove
• Use AI and automation to make People programs simpler, faster and more useful for employees and managers
• Create self-service tools and resources that reduce unnecessary People administration
• Listen for employee signals and help us identify issues before they become bigger problems
• Partner with the VP of People on new programs and experiments as the company grows
• Own the details and execution required to turn ideas into things people actually use
• By 30 days: Experience and assess current onboarding and People infrastructure firsthand, gathering information to understand what’s missing and where the biggest opportunities are; jump in on any in-flight people needs
• By 60 days: Launch a Version 1 of the onboarding experience; continue iterative building
• By 90 days: Build a central People hub and establish a clear, prioritized view of the People infrastructure to build next, why it matters and when to build it
• Enable employees to join Videa and navigate key moments in their employee experience without unnecessary friction or dependency on the People team

Benefits

• Opportunities for Growth
• Equity Options

• Know how to build from zero; you’re comfortable starting with a blank page rather than inheriting established processes and playbooks
• Can operate independently; you can take an outcome, figure out what needs to happen and drive the work forward without waiting for detailed instructions
• Are comfortable moving quickly, experimenting and improving something once it’s in the hands of employees
• Are a strong systems thinker; you look beyond the immediate symptom and figure out the underlying problem before building a solution
• Keep things simple; you don’t create a process because HR has always had a process
• Have strong product instincts; you think about employees as users and care whether the things you build are intuitive, useful and actually used
• You have a passion for innovation in the people space. You see how things are done today and you see a better way to do things
• Are genuinely AI-native; you actively use AI in your work and can show things you’ve built, automated or fundamentally changed using it—not just automating broken systems
• Previous People Operations experience is ideal, particularly if you’ve operated as a small or one-person People function, but it isn’t the most important. Relevant People exposure required, but open to where and how you gained it