People & Finance Associate

PVH (Tommy Hilfiger/Calvin Klein); Columbus (OH); On-site; USD 42,000 - 62,000; Full time

Job summary

KIPP Columbus is seeking a highly organized People & Finance Associate to strengthen the operational backbone of two teams and enhance decision-making through trusted data. This role combines People, Finance, and Data & Intelligence Operations with a focus on process discipline and data quality across systems.

The Associate will handle onboarding, payroll readiness, purchasing, month-end close support, and data governance, while working under the Director of HR and Finance leader.

Qualifications

• Highly organized and curious candidate with strong service orientation.
• Experience coordinating onboarding, payroll cycles, and month-end close processes.
• Interest in data, analytics, and intelligence tools.

Responsibilities

• Coordinate onboarding/offboarding, including document collection, system setup, forms, benefits, payroll handoffs, and tracking.
• Prepare employment documents and maintain records in UKG Ready and related systems.
• Process routine employee changes after required approvals are documented; support payroll readiness and data validation.
• Support day-to-day purchasing and accounts-payable workflows; review invoices and track approvals.
• Maintain data dictionaries and conduct recurring data-quality checks; document updates and release notes.

Skills

Data fluency

Operational discipline

Sound judgment

Job description

The Opportunity

KIPP Columbus is seeking a highly organized, curious, and service-oriented People & Finance Associate to strengthen the operational backbone of two critical teams—and help shape how KIPP Columbus uses trusted data and emerging intelligence tools to make better decisions. This is a shared-services role designed to flex with the operating rhythms of the People and Finance teams. The Associate will own a defined set of repeatable, process-driven responsibilities in each department, shifting emphasis during predictable peaks such as hiring and onboarding, payroll and benefits cycles, purchasing, month-end close, and audit or grant-reporting periods. Higher-judgment employee relations, labor relations, accounting, financial planning, and approval responsibilities remain with the Director of Human Resources and the Finance leader. The distinctive third dimension of the role is intelligence operations. As KIPP Columbus develops tools such as its People Analytics Agent/KIPP Intelligence, the Associate will help keep the underlying information accurate, current, relevant, and continuously improving. This is not a software engineering role. It is an opportunity for someone who combines strong operational discipline with data fluency, sound judgment, and genuine interest in how technology can improve the way teams work.

Key Responsibilities

People Operations

• Coordinate defined portions of onboarding and offboarding, including document collection, system setup, required forms, benefits and payroll handoffs, transition communications, and completion tracking.
• Prepare offer and employment documents from approved templates and maintain accurate team-member records in UKG Ready and related systems.
• Process routine employee changes—including job, compensation, status, benefits, and separation updates—after required approvals are documented.
• Support payroll readiness by validating time, attendance, leave, compensation, and change data; identify discrepancies and route exceptions for resolution.
• Maintain licensure, personnel-file, benefits, and compliance records; monitor deadlines and follow up on missing requirements.
• Manage routine team-member inquiries and the shared HR inbox, escalating policy, employee-relations, labor-relations, or other judgment-intensive matters to the Director of Human Resources.
• Provide logistical and recordkeeping support for HR projects, trainings, investigations, and collective bargaining administration without independently advising on or deciding those matters.

Finance Operations

• Support day-to-day purchasing and accounts-payable workflows, including reviewing requests for required documentation, preparing requisitions and purchase orders, and tracking items through completion.
• Review invoices and expense submissions for completeness and alignment with approved purchasing procedures; route exceptions and approval questions to the Finance leader.
• Maintain organized vendor, purchasing, and accounting records and assist with reconciliations between invoices, purchase orders, account balances, and internal reports.
• Respond to routine purchasing and payment-status questions from school and operations teams and provide clear guidance on established processes.
• Gather, organize, and validate supporting documentation for month-end close, audits, grant reporting, and other recurring finance cycles.
• Provide cross-functional coverage during predictable finance peaks while preserving segregation of duties and established approval controls.

Data & Intelligence Operations

• Maintain the approved source files, data dictionaries, reference materials, and organizational context used by KIPP Columbus intelligence tools, following clear ownership and update schedules.
• Perform recurring data-quality checks across People and Finance systems; identify missing, conflicting, stale, or unusual information and coordinate correction with the appropriate data owner.
• Maintain a transparent update log documenting source changes, refresh dates, known limitations, and unresolved questions so users can understand what is current and trustworthy.
• Test agent outputs against approved source data and expected answers using a defined set of recurring questions; document inaccuracies, gaps, and patterns for resolution.
• Collect and organize user feedback, distinguish data issues from tool or interpretation issues, and help prioritize improvements based on organizational value and risk.
• Support the addition of new questions, metrics, definitions, and context as KIPP priorities evolve, ensuring changes are reviewed by the appropriate People, Finance, or organizational leader before release.
• Promote responsible use by protecting confidential information, following role-based access expectations, and escalating sensitive or high-impact outputs for human review.
• Create simple process documentation, job aids, and release notes that help leaders understand what the tools can answer, what changed, and where limitations remain.