Grey (YC W22)

• Co-own the end-to-end onboarding process, continuously refining the experience to ensure new hires are set up for success from day one. • Manage and maintain employee records within HRIS tool, ensuring data integrity across the full employee lifecycle. • Draft, review, and manage employment contracts, addenda, and related documentation. • Process employee changes including promotions, compensation adjustments, role transitions, and personal information updates with accuracy and confidentiality. • Lead off-boarding processes including exit documentation, system deactivation, and knowledge transfer coordination. • Identify gaps and recommend improvements to lifecycle processes based on employee feedback and operational insights. • Coordinate and manage interview scheduling across multiple time zones, ensuring a seamless experience for candidates and hiring teams. • Own candidate communications throughout the hiring funnel, from initial outreach to offer stage. • Prepare and issue offer letters, employment agreements, and pre-boarding documentation. • Maintain accurate and up-to-date recruitment pipelines, tracking key metrics such as time-to-fill and candidate conversion rates. • Partner with hiring managers to improve recruitment workflows, identify bottlenecks, and streamline logistics. • Build and maintain people dashboards and reports covering headcount, attrition, recruitment metrics, and employee demographics. • Analyse people data to surface trends, flag risks, and provide actionable insights to the People & Culture Lead. • Support quarterly and annual people reviews with data-driven reporting on workforce composition and movement. • Track and report on key HR operational metrics including onboarding completion rates, time-to-productivity, and employee query resolution times. • Serve as the primary point of contact for employees on HR-related inquiries, providing timely and accurate guidance on policies, processes, and benefits. • Proactively identify recurring employee questions or pain points and recommend process or communication improvements. • Support employees through key moments including onboarding, benefits enrolment, internal transfers, and return-from-leave transitions. • Draft and update HR policies, employee guidelines, and standard operating procedures in collaboration with the People & Culture Lead. • Ensure all people policies reflect current labour regulations and company standards. • Maintain policy acknowledgement records and ensure timely distribution of policy updates to employees. • Support internal audits and compliance reviews by preparing documentation and ensuring record accuracy. • Monitor regulatory changes and flag relevant updates that may require policy revisions. • Manage relationships with HR vendors including health insurance providers, benefits platforms, and background check services. • Coordinate benefits enrolment, renewals, and employee communications around benefits programmes. • Track vendor contracts, service-level agreements, and renewal timelines. • Evaluate vendor performance and recommend improvements or alternatives where appropriate. • Administer and optimize HRIS and other internal people systems to improve data accuracy and workflow efficiency. • Maintain internal trackers for recruitment, onboarding, probation reviews, and contract renewals. • Identify opportunities to automate or streamline manual HR processes and propose solutions. • Support the evaluation and implementation of new HR tools as the team scales.