• Support day-to-day People Ops tasks including onboarding, offboarding, and HRIS record maintenance • Participate in rotation days across People Experience, L&D, and Recruiting — observing, asking questions, and documenting takeaways • Own one capstone project end-to-end: scoping, stakeholder interviews, deliverable, and final presentation to leadership • Communicate proactively in a remote environment — weekly updates, flagging blockers early, and coming prepared to every check-in

Role Description LangChain is scaling fast. Our People function is lean by design and high-leverage by necessity. We don't run People Ops the way most companies do. We build operational systems that compound, automate the sludge, and keep the team focused on work that actually moves the company forward. We're looking for a Head of People Operations to own the People Ops function end-to-end. This is the person who architects and runs the infrastructure every employee relies on: compliance, HRIS, benefits, leave programs, global employment, policy, and the automations that make all of it work without constant manual intervention. You'll report to the VP of People. You'll have real scope and real authority. As we scale, you'll build a small team of ops coordinators under you. What you won't have is a 20-person HR function to route through. This is a build role. Location/City: San Francisco, CA; New York, NY; open to remote Responsibilities: - Own People Ops end-to-end. - Be the accountable operator for HRIS integrity, benefits administration, leave and accommodations management, compliance, and onboarding and offboarding programs. - Build and maintain LangChain's compliance layer. - Own Rippling as the system of record. - Lead global employment operations. - Architect and govern People policies. - Build People Ops automations and workflows. - Own employee relations and accommodations. - Contribute to People data and reporting. - Evaluate and govern AI tools used in People Ops. - Support SOC2 and audit readiness. - Build a small team as we grow. Qualifications - 8+ years in People Ops or HR Operations. - Deep, hands-on Rippling experience. - Global employment experience across multiple regions. - Built automations and workflows yourself. - Strong working knowledge of California employment law and multi-state compliance. - Proven track record building compliance and policy infrastructure from near-zero. - Benefits administration and vendor management experience. - Comfort operating at multiple altitudes. - High ownership orientation. - AI tool fluency. Requirements - Experience at a high-growth AI or developer tools company. - Have used or experimented with LangChain, LangSmith, or LangGraph. - Have an opinion on what an AI-native People Ops function looks like. - Experience standing up STD/LTD, 401(k) match, or similar benefits programs from scratch. - Direct experience engaging outside employment counsel on policy or ER matters. - SOC2 or similar compliance audit experience on the People side. Benefits - Competitive compensation that includes base salary, meaningful equity, and benefits such as health and dental coverage. - Flexible vacation. - 401(k) plan with employer match. - Phone and wellness stipends. - Life insurance. - Meals on in-office days in the US.

• Execute and monitor day-to-day Workday transactions, including hires, job changes, terminations, compensation updates, and organizational changes • Support inbound requests, tickets, and issues, ensuring timely resolution in alignment with service expectations • Monitor business process inboxes and exception reports to proactively identify and resolve issues • Perform routine system checks and validations to ensure data accuracy and process completion • Assist data loads (EIBs) following established templates and quality controls • Perform data audits, reconciliations, and corrections to maintain system integrity • Ensure accuracy of employee records by validating inputs and identifying discrepancies • Adhere to defined Workday processes and governance standards, including proper sequencing of transactions and required approvals • Ensure all changes follow established controls, documentation, and audit requirements • Escalate system issues or process risks as needed to maintain operational continuity • Support audit requests by providing data extracts, documentation, and validation support • Provide timely updates and status communications for requests and operational activities • Assist with onboarding and offboarding tasks, including coordination of system-related activities • Identify trends in operational issues and recommend process improvements • Support standardization of Workday processes and transaction handling • Contribute to documentation improvements (SOPs, job aids) to drive consistency in execution • Maintain a focus on efficiency, accuracy, and turnaround time for all operational tasks

Role Description The Human Resources Business Partner is responsible for modeling the Compassus values of Compassion, Integrity, Excellence, Teamwork, and Innovation and for promoting the Compassus philosophy, using the 6 Pillars of Success as the foundation. S/he is responsible for upholding the Code of Ethical Conduct and for promoting positive working relationships within the company, among all departments, and all external stakeholders. The Human Resources Business Partner consults with divisional/regional leadership in areas of organizational design and development in support of the business strategy. S/he facilitates organization and leadership development efforts, working with leaders and individual contributors to identify and address root causes of human resources issues. S/he ensures compliance with corporate policy at the business unit or division level. This role will support our programs in the Western United States. This teammate must reside in Mountain Standard or Pacific Standard Time Zones. Position Specific Responsibilities - Consults with business leaders on talent, leadership, business strategy, organization development, rewards, and culture. - Directs the efforts of others in the achievement of the strategic and operational objectives of the group. - Identifies and shares root causes of human resources issues with relevant HR functions to shape HR programs and policies. - Scans and benchmarks the marketplace to identify and leverage best practices and trends to influence the business and HR agenda. - Acts, and is viewed, as a strategic business partner, change agent, and member of the line leadership staff. - Selects, develops, and evaluates team members to ensure the efficient operation of the organization. - Develops and drives company-wide programs and initiatives (e.g., rewards and recognition reviews, workforce planning, culture, and organizational change). - Manages escalations and dispute resolutions through company programs and policies. - Triages/intakes team member concerns; ensures issues are properly documented before referring to the appropriate party for resolution. Follows up to ensure resolution is reached. - Provides guidance and coaching to Operations in the delivery of pay practices. - Reports performance metrics for the HR team. - Responds accordingly to subpoenas and requests from external entities/agencies. - Interfaces with outside vendors. - Coordinates with internal departments closely to solve team member issues. - Responsible for project management coordination to include tasks related to performance management administration, open enrollment annual process, and other initiatives. - Follows up on team member benefit issues/questions, 401(k) issues/questions, and benefit and ACA audits throughout the year. - Creates, edits, and tracks employment documents and forms. - Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed. - Performs other duties assigned. Qualifications - Bachelor's degree in Human Resources highly preferred. - Five (5) to seven (7) years of HR or healthcare back office experience preferred. Skills - Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage. - Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from leaders, colleagues, investors, and external parties. Strong written and verbal communications. - Other Skills and Abilities: Ability to understand, read, write, and speak English. Articulates and embraces hospice philosophy. Certifications, Licenses, and Registrations - PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus. Physical Demands and Work Environment The demands of this role necessitate a team member to effectively perform essential functions. Adaptations can be made to accommodate team members with disabilities. Regular standing, walking, and manual dexterity are fundamental, along with the ability to lift and move objects up to 25 pounds. Visual acuity requirements include close and distance vision, color and peripheral vision, depth perception, and the ability to adjust focus. This description provides a general overview and may vary by role and department, capturing the nuanced demands and conditions inherent to positions in our organization. Benefits - Meaningful Work: Make an impact every day by honoring the quality of life of our patients, supporting them and their families with compassion, and creating moments that truly matter. - Career Development: Access leadership pathways, mentorship, and personalized professional development. - Innovation Meets Compassion: Collaborate with a supportive team using the latest tools and technologies to deliver exceptional care. - Enhanced Benefits: Enjoy competitive pay, flexible time off, tuition reimbursement, and wellness programs designed for your well-being. - Recognition and Support: Be celebrated for your contributions through recognition programs that honor your dedication. - A Culture of Belonging: Thrive in a culture where you can be your authentic self, valued for your unique contributions and supported in a community that embraces diversity and inclusion. Ready to Join? At Compassus, your career is more than a job—it’s an opportunity to make a lasting impact. Take the next step and join a team that empowers you to grow, innovate, and thrive.