• Provide day‑to‑day operational support for People systems, including troubleshooting data issues and supporting system workflows • Partner with the People Systems & Services team to support system configuration changes, enhancements, and integrations • Assist with testing, validation, and quality assurance for system updates and new functionality • Identify opportunities to improve system utilization, automation, and operational efficiency • Ensure accuracy, consistency, and completeness of employee data across People systems • Support audit readiness activities, including SOX, internal audits, and compliance reviews • Create, maintain, and update Standard Operating Procedures (SOPs) and process documentation • Partner with P&C stakeholders to streamline processes while maintaining compliance and data integrity • Own the execution of complex employee lifecycle transactions, including job changes, data corrections, and employment updates globally • Serve as a primary point of contact for employee and manager inquiries related to policies, benefits, compensation, systems access, and People processes

• Play a pivotal role in ensuring a seamless and exceptional employee experience. • Engage in meticulous HR data management and workplace oversight. • Navigate local employment intricacies to support the team. • Contribute to a collaborative culture and help build an outstanding environment for our Villagers.

• Perform the setup and configuration of PeopleSoft Enterprise Benefits Administration, including plan types, benefit programs, and benefit plans. • Define and configure eligibility and event rules to automate enrollment processing and HR event-driven changes. • Design and manage life event processing, event classification, and enrollment schedules. • Configure and administer multiple concurrent plan years, including open enrollment and mid-year changes. • Implement benefit cost, rate, and coverage calculations independent of Payroll for North America. • Configure flexible credits, Flexible Spending Accounts (FSA), and ensure compliance with plan limits and regulations. • Implement and manage Savings Plan Monitor functionality to mitigate compliance risks. • Establish and support self-service enrollment through PeopleSoft eBenefits, including integration and UAT support. • Develop reporting solutions, PS Queries, and analytics for benefits tracking, compliance, and management reporting. • Prepare design documentation, lead testing cycles (unit, system, UAT), provide training, and support go-live and stabilization activities. • Facilitate discovery sessions and Fit/Gap workshops to capture, analyze, and document detailed business and system requirements. • Drive solution architecture, design, and implementation to deliver high-quality, integrated systems within defined scope, timeline, and budget. • Evaluate existing business processes across Benefits Administration and related HCM modules to recommend optimized solutions. • Analyze complex business scenarios and data variables to identify issues and develop effective, sustainable resolutions. • Provide senior-level leadership in defining system strategy, conducting fit-gap analysis, designing as-is and to-be processes, performing configuration, testing, and user training. • Partner with clients to enhance business processes and align system capabilities with organizational goals. • Independently manage multiple deliverables while adhering to structured implementation methodologies and governance standards. • Engage senior stakeholders to present recommendations, influence decisions, and secure alignment on proposed or alternative approaches. • Lead design workshops, prepare functional and technical design documentation, develop configuration workbooks, oversee integrations and customizations (including Benefits Administration), execute unit testing, and support user training and end-user testing activities. • Perform all other duties, as assigned.

People & Talent Lead Catena · Remote (US) · Full-Time The Short Version We're 15 people, moving fast, and building the connectivity layer that freight has been missing for 20 years. We need someone who can make the team run at its best — not a policy manager or an HR generalist, but an operator who owns the people function end-to-end and raises the bar on how we hire, onboard, and develop talent. This is our first dedicated people hire — and a founding-level role in everything but title. What You'll Own Recruiting — not just posting jobs. You'll help define what "great" looks like for each role, run tight interview processes, maintain the candidate experience we'd want if we were the ones applying, and help close strong people. You won't do this for every hire — but when we're recruiting, you're the center of gravity. Onboarding — we move fast and new hires need to ramp faster. You'll design the systems and rituals that get someone productive and culturally embedded in their first 30–60 days. Then you'll keep improving it. Performance & Feedback — we want honest, structured, useful performance conversations. You'll help build and run the review cycles, goal-setting frameworks, and manager enablement that make feedback land well and drive real development. Company Operations — team offsites, internal documentation, benefits, HR systems, employee lifecycle management. The connective tissue that keeps a distributed team aligned and the basics working smoothly. What This Role Is Not This is not a compliance role. It's not a headcount factory. It's not about managing HR tickets or writing policy documents no one reads. You'll spend very little time in the administrative weeds. You'll spend a lot of time thinking about how to make a small, high-performing team operate at its ceiling — and then building the systems to get there. Who Fits This Role The best candidates will have worked in high-growth startups (10–100 people) and understand what it means to build people infrastructure without a playbook. You've probably held a title like People Ops Lead, Recruiting Lead, Startup Ops, or Chief of Staff — or you've worn several of those hats at once. Specifically, you: - Think like an operator first. You see a broken process and want to fix it, not document it. - Are comfortable with ambiguity. At 15 people, priorities shift. You stay oriented. - Have real recruiting reps. You've run searches, managed pipelines, and helped close candidates — not just coordinated scheduling. - Handle sensitive situations with judgment and discretion. Small teams mean high stakes on people decisions. - Write clearly and communicate directly. You won't have a big team to absorb miscommunication. - Take ownership seriously. You'll be the person who catches things before they become problems. 5+ years of experience in people ops, HR, talent, or startup operations. Why Catena, Why Now Catena has raised $8.25M from Shaper Capital, Floating Point, Plug and Play, Liquid 2, and leading industry angels. Customers are already using us in production — many of them are also investors, which tells you something. We're operators who've worked inside carriers, brokerages, TMSs, and financial institutions. We care about accuracy and real outcomes. The team we're building reflects that. If you join now, you'll help set the cultural and operational foundation for a company with real momentum. That's rare. Compensation: Competitive salary, meaningful equity, full benefits, 401k match. Remote-first. Optional travel for team offsites and occasional on-sites.