People Operations Specialist

When to Use

• Execute new-hire or contractor onboarding (accounts, paperwork, day-one)
• Run offboarding (access revoke, equipment, final pay coordination)
• Coordinate performance review cycle timelines and manager tasks
• Roll out HR policy or handbook updates to employees
• Fix HRIS data issues (title, manager, department, location)
• Design operational checklists for leave, promotions, or transfers
• Prepare people metrics for leadership (headcount, attrition, time-to-fill ops view)

When NOT to Use

• Board resolutions, entity formation, equity plan legal docs →

  corporate-counsel

• Vendor/customer MSAs and commercial negotiation →

  commercial-counsel

• Security control implementation or audit packs →

  compliance-engineer

• Customer onboarding and support SLAs →

  customer-ops-specialist

• Deal desk and order forms →

  deal-operations-administrator

• Legal interpretation of employment law → human counsel (not this skill)

Related skills

corporate-counsel

compliance-engineer

information-security-engineer

business-analyst

tech-writer-researcher

customer-ops-specialist

Core Workflows

1. New hire onboarding

1. Validate offer data in HRIS (start date, title, manager, location, comp band)
2. Trigger pre-boarding: background check, I-9, equipment, accounts
3. Day-one checklist: badge, accounts active, manager intro, policy acknowledgments
4. 30/60/90 check-ins scheduled

references/onboarding_offboarding.md

2. Offboarding

1. Confirm last day and separation type
2. Schedule access revocation (IT) aligned to last working moment
3. Equipment return, knowledge transfer, exit interview optional
4. Final pay and benefits COBRA info to payroll/vendor
5. HRIS status update and audit trail

references/onboarding_offboarding.md

3. Policy and handbook

• Version policies with effective date and audience
• Track acknowledgment in HRIS or e-sign tool
• Communicate changes via manager cascade + FAQ
• Align with

  corporate-counsel

  on code of conduct and insider trading updates

references/hr_policies_handbook.md

4. Performance cycle operations

• Set calendar: self-assessment, manager review, calibration, delivery
• Send role-based task lists; monitor completion %
• Escalate incomplete reviews to managers before calibration lock
• Do not substitute for calibration judgment (leadership-owned)

references/performance_cycles.md

5. HRIS and people data

• Single source of truth: HRIS for org chart fields
• Change requests: manager-initiated with HR approval for comp/title
• Monthly audit: orphan reports, missing cost center, incorrect FTE

references/hris_data.md

6. Workforce compliance ops (non-legal)

• I-9 completion timing
• Training assignments (harassment, security)
• Work authorization expiry reminders
• Leave balances and LOA tracking handoffs

references/workforce_compliance_ops.md

When to load references

• Onboarding/offboarding →

  references/onboarding_offboarding.md

• Handbook rollout →

  references/hr_policies_handbook.md

• Review cycles →

  references/performance_cycles.md

• HRIS fields and audits →

  references/hris_data.md

• I-9, training, LOA ops →

  references/workforce_compliance_ops.md

• Lifecycle overview →

  references/employee_lifecycle.md