People Operations Coordinator

The Uncommon Business; Boise (ID); On-site; USD 55,000 - 75,000; Full time

Benefits offered by this job

Monthly wellness stipend

Annual development budget

Co-working membership allowance or home office setup budget

Unlimited PTO

Job summary

The Uncommon Business is seeking a People Operations Coordinator to manage all stages of the employee lifecycle, from recruiting to onboarding. This role is key in fostering a supportive and efficient work environment.

You will coordinate recruiting efforts, streamline onboarding processes, and ensure HRIS data integrity. The ideal candidate has strong HR experience and a passion for using AI to enhance human connections.

Flexible working hours are expected during peak periods, and the position offers a competitive salary and benefits.

Qualifications

• 5+ years in HR or People Ops in a high-growth environment.
• Experience with automating HR processes and improving employee experience.
• Working grasp of multi-state employment compliance.

Responsibilities

• Manage full-cycle recruiting coordination and candidate communication.
• Own the onboarding workflow from welcome communications to system access.
• Maintain accurate employee records and run recurring data reports.
• Support culture initiatives and pulse surveys for employee engagement.
• Ensure compliance with HR policies and maintain audit-ready records.

Skills

HR experience

Communication skills

AI curiosity

Data integrity awareness

Education

SHRM-CP or PHR certification (or actively working towards it)

Tools

Rippling

Notion

Gusto

Job description

Full-Time | Boise, ID | Reports to Director of People

This is not a traditional HR role — it's the precision layer underneath a fast-scaling, AI-first company that takes its people seriously. The People Operations Coordinator owns every stage of the employee lifecycle, from the first candidate touchpoint to the systems that make long-tenured team members feel genuinely supported. If you thrive in environments where you're building and running the machine at the same time — and you see AI as a tool to make human connection more, not less, meaningful — this role was designed for you.

The Uncommon Business is the world's fastest-growing AI-first education company, teaching business leaders to architect intelligent systems, not just prompt tools. We don't do busywork, legacy thinking, or 80-hour founder weeks. We build companies where AI handles the repeatable, humans drive the irreplaceable, and leaders scale without burning out. We're profitable, EOS-driven, and operate in championship-level surge cycles. You'll be promoted on impact and ownership — not tenure. High performers thrive here. Passengers don't last.

If You Worked Here Last Week

You might have:

Owned full-cycle recruiting coordination for 3 open roles simultaneously, keeping every candidate informed and every hiring manager on track without a single dropped thread.

Built an onboarding automation in Rippling that reduced new hire setup time by 40%, so every team member hit Day 1 with system access, context, and a warm welcome already in motion.

Audited HRIS records across the full team and resolved 15 data discrepancies before a quarterly compliance review — no chasing, no gaps.

Synthesized a company-wide pulse survey into a tight executive summary with 5 clear themes and 3 recommended actions delivered directly to the Director of People.

Coordinated offer letters and contractor agreements for 2 new hires across different states, catching a worker classification nuance before it became a compliance issue.

Your Core Responsibilities

We value ownership over task lists. Here's where you'll lead:

Recruiting & Candidate Experience. Manage job postings across platforms, coordinate interviews across time zones, and own candidate communication from application to offer. You keep the ATS clean, the pipeline accurate, and every candidate clear on where they stand — because how we hire reflects who we are.

Onboarding & Day-One Experience. Own the full onboarding workflow end-to-end: welcome communications, system access, first-week scheduling, buddy coordination, and I-9 completion. You build and iterate on automations so every new hire gets the same exceptional first impression, regardless of who's managing the day.

HRIS & Data Integrity. Keep employee records current and accurate across the full lifecycle in Rippling (or equivalent), processing job changes, promotions, transfers, and offboarding without errors. You run recurring people data reports — headcount, turnover, compliance — and treat data quality as non-negotiable.

Employee Experience & Engagement. Support culture initiatives, recognition programs, and pulse surveys, synthesizing feedback into clear takeaways for leadership. You serve as a reliable, warm first point of contact for team member HR questions — making sure no one navigates the system alone.

Compliance & Policy Operations. Maintain the employee handbook, support multi-state and international employment compliance, and keep personnel files audit-ready at all times. You flag regulatory shifts before they become risks and own offboarding logistics from exit documentation through system deprovisioning

The Traits We’re Calling In

We hire humans, not checklists, but success here requires:

You’ve spent 5+ years in HR, People Ops, or recruiting coordination in a high-growth environment and have built or meaningfully improved at least one people process from scratch.

You communicate with clarity and warmth — written and live — and team members actually feel supported when they come to you with a question.

You're genuinely AI-curious and already experimenting with how automation can make HR faster without making it feel colder.

You've worked in HRIS platforms (Rippling, Gusto, or similar), take data integrity seriously, and have a working grasp of multi-state employment compliance with basic exposure to global HR or EOR models.

You find gaps before they become problems, protect confidentiality without being reminded, and bring solutions forward — not just observations.

Even Better If...

You hold or are actively working toward SHRM-CP or PHR certification.

You have experience with Notion or similar project management tools, and platforms like Deel or Remote.

You have exposure to ICHRA, LSA, or benefits administration in a distributed team context.

What Success Looks Like

You own these key metrics:

Employee Experience: Every touchpoint in the lifecycle — offer, onboarding, milestone check-ins — is timely, professional, and on-brand with zero dropped handoffs.

Data Integrity: HRIS records are current and audit-ready on a rolling basis with no open discrepancies at any compliance review.

Onboarding Completion: New hires complete onboarding milestones at 30, 60, and 90 days at or above the defined target rate.

Compliance: Handbook, policies, and contractor documentation are current and risk-free each quarter with no escalations to legal or leadership.

Operational Flow: The Director of People is not fielding questions that should have a documented answer — you own and maintain that layer entirely.

Schedule Flexibility

Must be flexible and available for additional hours and weekend work during launch seasons, product releases, or critical business periods when the situation requires it. We operate in championship-season cycles twice per year — these are high-intensity windows where the entire team rallies to deliver exceptional results. Outside these periods, workload is sustainable and focused on building systems for the next surge.

Base Salary: $55,00-$75,000 (based on experience)

Structure: Full-Time, W-2

We Invest in Your Performance, Not Just Perks

Health & Wellness: Monthly wellness stipend + access to personalized and group wellness coaching to sustain high performance

Professional Growth: $1,500–$3,000 annual development budget for courses, certifications, and tools that sharpen your edge

Work Your Way: Co-working membership allowance OR home office setup budget — you choose what maximizes your focus

Unlimited PTO: Real flexibility with clear boundaries — championship seasons and strategic recovery periods