Staff Operations

DataDrone Inc.; United States; A distancia; USD 90.000 - 130.000; Jornada completa

Descripción de la vacante

DataDrone Inc. is a fully remote company seeking a hands-on People Ops lead to own the crew lifecycle from offer to alumni. You will design and run onboarding experiences, ensure payroll coordination, manage contracts, and maintain a single source of truth across all people systems.

The role emphasizes playbook-driven processes, automation with tools like n8n, and a culture of extreme ownership over the employee experience in a distributed, remote environment.

Formación

• Hands-on depth in people ops or HR ops.
• Experience running onboarding, offboarding, and payroll coordination.
• Strong contracts, access, and recordkeeping discipline.
• Discreet handling of sensitive information.
• Ability to build checklists and systems.

Responsabilidades

• Own onboarding and offboarding end to end.
• Coordinate payroll with accurate inputs and runs.
• Manage contracts, tracking, renewals, records.
• Run and maintain people systems as truth source for who’s who and who has what.
• Provision and revoke access with joins and exits.
• Own the crew lifecycle from offer to alumni.
• Be the trusted, discreet point of contact for crew questions.

Conocimientos

People ops

Payroll coordination

Contract management

Access control

Documentation

Herramientas

HRIS

Payroll system

CRM

Identity tooling

n8n

Descripción del empleo

DataDrone is an implementation partner for Zoho, Twilio Segment, ServiceNow, Qualys, and Anthropic, with a full-stack build-and-engineering capability behind it. We ship first outcomes in 45 days, we run on playbooks instead of heroics, we are heavily AI-leveraged, and we are fully remote. The Operations pod runs DataDrone's own machine. This role owns the crew lifecycle — the people who make everything else possible.

What You'll Do

You own people ops end to end: onboarding and offboarding, payroll coordination, contracts, and the people systems that hold it all together. A new hire's first week is a designed experience, not a scramble. An exit is clean, documented, and access-revoked the same day. You make the crew lifecycle a machine so that growing the team never means dropping the ball on the people already on it.

Daily Rhythm (How You Operate)

You run onboarding on a checklist that never gets skipped — accounts, access, contracts, intros, first-week plan. You stay ahead of payroll cutoffs so nobody's pay is ever a question. You track every contract's status and renewal. When someone joins or leaves, the systems update the same day, not "when I get to it." No tribal knowledge — every people process lives in a playbook the next person can run.

Key Responsibilities

• Own onboarding and offboarding end to end, on a documented checklist
• Coordinate payroll: accurate inputs, on-time runs, zero surprises for the crew
• Manage contracts: drafting, tracking, renewals, and clean records
• Run and maintain people systems — the single source of truth for who's who and who has what
• Provision and revoke access in lockstep with joins and exits
• Own the crew lifecycle as a system, from offer-accepted to alumni
• Be the trusted, discreet point of contact for the crew's people questions

What We're Looking For

• Hands-on depth in people ops, HR ops, or a similar coordination-heavy role
• You've run onboarding/offboarding and payroll coordination hands-on
• Sharp on contracts, access, and recordkeeping — nothing falls through
• Discreet with sensitive information; people trust you by default
• You build checklists and systems instinctively

Bonus Points For

• Experience in a fully remote, distributed company
• Familiarity with an HRIS, payroll platform, and access/identity tooling
• Exposure to contractor and international payroll coordination
• Comfort automating onboarding steps and reminders with n8n or AI tools

The Mindset We Hire For

You believe people systems serve people, never the reverse — but you also believe a great experience is engineered, not improvised. If it's not documented, it didn't happen. You don't let a payroll cutoff or an access revocation depend on you remembering; you build the machine that remembers. Extreme ownership over the crew's experience: their first day and their last day are both your reputation.

Success in This Role

• 30 days — You've taken over onboarding and offboarding, documented the existing flow, and run at least one full cycle with no dropped steps.
• 60 days — Payroll coordination and contract tracking run on playbooks. Access provisioning and revocation are tied to a single, reliable process. New hires report a clean first week.
• 90 days — The full crew lifecycle is a system: onboarding is repeatable, offboarding is airtight, payroll is boring (the good kind), and people systems are the trusted source of truth.

Tools You'll Use

HRIS / people system, payroll platform, the CRM and access/identity tooling, contract management, n8n for onboarding automation and reminders, and AI tooling to draft and standardize people docs.

Why Join Us

You own the human machine of a company that grows by adding great people fast and never letting their experience degrade. This isn't paperwork — it's building the operating system the crew runs on. Remote, fast, playbook-driven. The work is the conversation.