People Operations Generalist

VideaHealth; Boston (MA); On-site; USD 120,000 - 180,000; Full time

Benefits offered by this job

Growth Opportunities

Equity Options

Job summary

VideaHealth is seeking a hands-on People Operations lead to architect and ship onboarding experiences and a centralized employee hub. You will build core policies and infrastructure, identify gaps, and leverage AI to simplify programs. Collaborate with the VP of People and drive fast iterations that employees actually use.

This role requires a builder mindset, comfort with ambiguity, and a track record of delivering practical, scalable People solutions in a fast-growing company.

Qualifications

• Know how to build from zero; comfortable starting with a blank page.
• Strong systems thinking to simplify processes and scale.
• Experience driving AI-enabled product development in People work.
• Operate independently and own outcomes from idea to delivery.
• Willingness to move fast, experiment, and iterate once in the hands of users.
• Proven ability to innovate in the People space with practical impact.

Responsibilities

• Build and continuously improve onboarding from offer through ramp.
• Create a simple employee hub with easy access to information and resources.
• Develop core People policies, documentation and operating infra.
• Identify gaps across the lifecycle and decide what to build, improve or remove.
• Use AI and automation to make People programs faster and more useful.
• Create self-service tools to reduce People administration.
• Listen for employee signals and address issues early.
• Partner with the VP of People on new programs and experiments.
• Own the execution required to turn ideas into usable solutions.
• By 30/60/90 days, assess current infra, launch version 1 of onboarding, and grow the central People hub.

Skills

Systems thinking

Product instincts

AI-native

Independent operator

Fast-paced experimentation

People-centric design

Job description

• 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