• Project 1: People Data Integrity Audit & Governance Framework • Audit key HR data fields in Rippling, surface inconsistencies, and help build a governance framework that ensures analytics are trustworthy • Integrity audit across core data fields: demographics, job titles, compensation bands, and employment type • Root-cause analysis of data errors or mismatches, in partnership with system owners • A 'People Data Governance Framework' defining ownership, correction cadence, and escalation paths • Before/after data snapshot showing measurable accuracy improvements • Identify – as well as build – data focused dashboards to enable the People team and business leaders to identify trends and insights • Project 2: HR Operations Standard Operating Procedure (SOP) Playbook • Map our most important HR workflows - across Rippling, Remote.com, benefits vendors, and leave management - and turn tribal knowledge into a repeatable, documented playbook • Audit of 5–8 core HR workflows (onboarding, offboarding, offer letters, policy reviews, benefits processes) • Identification of manual steps, gaps, and inconsistencies across platforms including Rippling, Remote.com, Principal, BCBS, and Tilt • 2–3 documented, improved process maps with clear ownership and decision points • A finalized 'HR Operations SOP Playbook' for ongoing internal use; playbook for talent acquisition and onboarding activities • Project 3: AI in the Employee Lifecycle - Pilot Research (stretch project) • Explore where AI can add real value to recruiting and performance management at Nerdio

Role Description We are seeking a high-energy, proactive, and detail-obsessed People Operations Coordinator to join our growing team. This is an entry-level position designed for a "solution-seeker” - someone who isn’t just looking to follow a checklist, but who wants to understand the "why" behind HR processes and help us build a world-class employee experience. The ideal candidate doesn't wait for a list of exact tasks. You are someone who investigates problems on your own, researches best practices, and brings ideas and solutions to the table after receiving initial guidance. What You'll Do - Onboarding & Offboarding - Host HR Orientations: Lead initial orientation sessions for all new hires, serving as the first face of the company and ensuring they have everything they need to be successful. - Onboarding Logistics: Own the new hire journey: initiate background checks, coordinate welcome communications, and organize first-week schedules and equipment. - Continuous Improvement: Look for ways to "wow" new hires during their first 90 days to improve retention and engagement. - Professional Offboarding: Manage the logistics of employee exits, ensuring all records are updated, equipment is recovered, and the process is handled with care. - Employee Engagement & Culture - Plan & Execute: Lead the logistics for employee engagement initiatives, including team-building events and wellness programs. - Recognition Programs: Manage the day-to-day administration of employee recognition programs. - Feedback Loops: Assist in the deployment of engagement surveys and help summarize findings to suggest improvements to company culture. - Recruiting & Talent Acquisition Support - Coordinate interview scheduling between candidates and hiring managers across various departments. - Conduct initial video screens for high-volume or entry-level roles to assess culture fit and basic qualifications. - Post and manage job openings on various job boards and social media platforms. - Act as the primary point of contact for candidates, ensuring a warm and professional experience. - HR Operations, Compliance, & Recordkeeping - Digital Filing: Maintain employee files with 100% accuracy, ensuring compliance with data privacy regulations. - Employment Verifications: Respond to and process all external requests for employment and income verifications in a timely manner. - Audit Support: Periodically audit HR records (I-9s, training certifications, etc.) to ensure the company is "audit-ready" at all times. - Benefits Admin: Serve as a first point of contact for general employee inquiries regarding benefits and company policies. - Process Improvement & Initiative - Don't just do the work - improve the work. Audit current workflows and suggest ways to automate or streamline repetitive tasks. - Take ownership of "small-scale" projects from start to finish with minimal supervision after initial training. Qualifications - Proactive Mindset: You're the type of person who sees a gap and fills it. You don't just identify a problem; you come to your manager with potential solutions. - Eagle Eye for Detail: You catch the typo in the contract and the missing signature in the file every single time. - Warm & Professional Demeanor: You're naturally helpful and approachable. You can build rapport quickly and maintain high levels of empathy. - Eager to Learn: You have a "no task is too small" attitude and a deep curiosity about HR. - Education/Experience: Bachelor’s degree in HR, Business, or a related field and/or 1-2 years of administrative experience (internships count!). - Tech Savvy: Comfortable learning new software quickly (ATS, HRIS, Slack, Google Workspace, etc.). Compensation - Target salary range: $45,000–$50,000, commensurate with experience and location. Diversity & Inclusion at Lumistry Lumistry is an equal opportunity employer dedicated to an inclusive workplace. We prohibit discrimination and harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, pregnancy, or any other characteristic protected by law. This commitment applies to all aspects of employment, from recruiting and hiring to compensation and promotion. Our decisions are based solely on qualifications, merit, and current business needs. Accessibility We provide reasonable accommodations for qualified individuals with disabilities during the application and interview process. If you require assistance, please don't hesitate to reach out.

• Build and lead ZoomInfo's People Analytics & Innovation function, including hiring, developing, and managing two individual contributors • Define and execute the people analytics strategy and roadmap, translating HR and business priorities into a pipeline of high-impact analytics projects and AI-powered tools • Design and build custom AI tools, automation, and applications (using Python, MCPs, LLMs, and related technologies) that fundamentally improve how HR operates and makes decisions • Develop predictive and prescriptive models across workforce planning, attrition/retention, engagement, talent mobility, and employee experience • Create and maintain executive-ready dashboards, reports, and data visualizations that surface actionable insights for senior leadership • Own the design, deployment, and analysis of enterprise-wide qualitative instruments (e.g., employee surveys, pulse checks) and synthesize findings into strategic recommendations • Partner with HR leadership and cross-functional stakeholders to identify high-value analytical questions, scope projects, and deliver data-driven recommendations • Transform complex analytical findings into clear, compelling narratives and presentations for executive audiences, including the ELT • Establish scalable data infrastructure, governance frameworks, and measurement processes that enable a self-service analytics culture over time • Stay current on emerging trends in people analytics, AI/ML, and HR technology — and proactively identify opportunities to apply them at ZoomInfo • Collaborate with global Compliance, Privacy, Legal, and Risk teams to ensure people analytics initiatives adhere to regulatory requirements, data privacy standards, and internal governance policies • Partner with enterprise Data Engineering and Infrastructure teams to architect, test, and deploy analytics solutions and AI tools into production environments • Foster a team culture of experimentation, intellectual curiosity, and bias toward action

• Build high standards of global end-to-end employee lifecycle processes including onboarding, offboarding, and employee changes. • Employee records are entered and updated by our local people teams, but your role will be to make any adjustments needed centrally, for example, due to structural changes. You will also oversee standards of accuracy in employee records in our HRIS (HiBob). • Support the Global Head of Talent Acquisition with system support for our recruitment system/ATS (Pinpoint) as required (e.g. updating structural changes in the system & building and maintaining the relevant team approval flows). • Coordinate onboarding activities (keep updated the global onboarding documentation, system access and system permissions for employee movements). • Support offboarding processes including exit documentation and system updates. • Ensure a positive, compliant employee system experience during transitions. • Audit employee data to ensure accuracy and compliance, making updates as required. • Generate reports and dashboards for the People team & business as needed (e.g. board reports, monthly reporting, finance reporting support). • Own the HRIS and ATS updates/enhancements and engage with the global P&D team of any system and process improvements that can enhance existing processes. • Build on existing features and own new feature rollouts that can be facilitated through our HRIS and ATS. • Conduct all relevant people system testing in the “Sandbox” environment before it rolls out in the relevant production environment. • Manage user permission groups and user accesses to our People systems and keep them updated as and when employee changes happen. • Be the primary point of contact between the business and the system provider (facilitate any upcoming renewals, monthly invoicing to the finance team). • Support local teams with keeping reporting information updated timeously (e.g. leave policies & balances, bulk importing of information/employee data, supporting DE&I data initiatives etc). • Support the business and Global People Operations and Systems Lead with P&D system integrations, being the P&D voice in integration workstreams (people data and systems to other internal systems as applicable). • Support the Global People team with global initiatives and processes as required (performance management, reward, talent, DE&I, organisational health survey etc). • Support the Global Head of People and Global People Operations and Systems Lead with people analytics, able to provide insights at Board level. • With local People teams, assist with keeping employee changes updated timeously in the HRIS (HiBob) to support local payroll processing (e.g. ensuring correct working patterns are available in system to the local teams, salary changes are reflected correctly and so on). • Coordinate with external vendors (payroll, EOR providers, benefits, background checks, etc.) & support the People Operations Lead and Global Head of Talent Acquisition. • Support local/regional partners with ensuring employee documentation is maintained in the relevant systems in accordance with local/legal and company requirements. • Support compliance activities such as audits and reporting. • Assist with updating people policies and procedures.