• Collaborate with G&A leadership to understand business priorities and develop People Ops strategies that drive organizational effectiveness, scalability, and high performance. • Partner with leaders on organizational design, headcount planning, and team structure to support evolving business needs and long-term growth. • Partner with Talent and leadership to attract, develop, and retain top talent across G&A functions; support succession planning, leadership development initiatives, coaching strategies, and career frameworks. • Coach leaders through performance management, feedback, and accountability practices that reinforce a high talent density culture. • Champion initiatives that strengthen Owner’s culture and values while fostering employee engagement and connection across distributed teams. • Support leaders and teams through periods of growth, change, and transformation with thoughtful communication and execution. • Leverage People metrics and insights to identify trends, inform decision-making, and measure the effectiveness of People programs. • Ensure People practices comply with applicable employment laws and support the needs of a distributed and global workforce.

Role Description VulnCheck is scaling fast globally, and we're excited to be growing our People function to match. This is a newly created role designed to bring operational rigor to the systems and processes that power our team globally. We're looking for someone who thrives in a fast-paced environment and is energized by driving a top-notch employee experience. You'll lead the global HRIS implementation in partnership with the Director of Talent, help build out compliance and benefits infrastructure across multiple jurisdictions, and be the connective tissue between People strategy and day-to-day execution. This role sits on a lean People team and reports directly to the Director of Talent. You'll have real ownership from day one, and your work will be visible across the entire organization. This is a 100% remote role with preference for candidates located in Greater Boston, MA. What You’ll Do - Onboarding & Offboarding: Build and own the full employee lifecycle experience — from onboarding playbook and I-9 compliance to exit interviews and jurisdiction-specific offboarding requirements. - Benefits & Compliance: Stand up benefits administration across US, UK, and Singapore; build a multi-jurisdiction compliance calendar; support EOR-to-direct employment transitions. - Performance Cycles: Build and administer review scheduling, calibration logistics, and template infrastructure; ensure performance data flows into HRIS to inform comp planning. - People Insights: Establish reporting on new hire feedback, exit themes, and attrition data to surface actionable insights for leadership. Qualifications - 3+ years in People Operations, HR, Recruiting Operations, Benefits Coordinator or a closely related role, ideally within a startup or fast-growing environment. - Hands-on experience with modern people tools. - Self-starter mentality that loves finding solutions to problems before they surface, and ability to prioritize various projects. - Demonstrated experience managing HR compliance across multiple jurisdictions or countries. - Strong process orientation — you build systems, document them, and maintain them over time. - High attention to detail and data accuracy, and ability to handle confidential information with discretion and professionalism. - Roll up your sleeves attitude with drive to close gaps when and where needed. Preferred Qualifications - Experience supporting remote and globally distributed teams building scalable programs that promote connection, engagement, and exceptional employee experience. - AI savvy or interest to learn and utilize AI to automate, optimize and shape the future of People Operations. Benefits - Unlimited PTO. - 401k plan with company match. - Comprehensive healthcare coverage. - Generous paid parental leave. - Remote friendly environment with flexibility. - Expense reimbursement for Cell Phone & Internet. - Ongoing professional development, coaching, and learning resources. - Opportunities for career advancement within a fast-growing team. Compensation We offer competitive compensation packages commensurate with experience, including salary, equity, and where applicable, performance-based pay. Our Talent Team can answer questions around VulnCheck’s total rewards during your interview process. Why Join Us Built on over two decades of cybersecurity experience, our team of experts understands the intricacies of vulnerabilities, their exploitation in the wild, and how to leverage this data to build more effective cybersecurity products that produce better outcomes for organizations. VulnCheck gives organizations a tactical advantage by providing best-in-class exploit & vulnerability intelligence information. We have a sense of duty to protect the critical infrastructure we rely on including medical devices, power grids and telecommunication networks. We were founded in 2021 in Lexington, Massachusetts. VulnCheck has a transparent, collaborative, and supportive culture - we are looking for people who have a growth mindset, are curious and innovative. Our team is smart, but humble, hardworking, and supportive. VulnCheck is proud to be an Equal Employer Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. VulnCheck is committed to working with and providing reasonable accommodations to applicants with physical and mental disabilities. *Even if your experience doesn’t perfectly align with the job description, we encourage you to apply—we value potential just as much as a perfect resume.

Grow Therapy is on a mission to serve as the trusted partner for therapists growing their practice, and patients accessing high-quality care. Powered by technology, we are a three-sided marketplace that empowers providers, augments insurance payors, and serves patients. Following the mass increase in depression and anxiety, the need for accessibility is more important than ever. To make our vision for mental healthcare a reality, we’re building a team of entrepreneurs and mission-driven go-getters. Since launching in February 2021, we’ve empowered more than ten thousand therapists and hundreds of thousands of clients across the country and insurance landscape. We’ve raised more than $328Mm in funding, including our Series D, at a $3B valuation from Sequoia Capital, Transformation Capital, TCV, SignalFire, Menlo Ventures, Goldman Sachs Alternatives, and others. Grow Therapy is looking for a People Systems & Programs Manager to own the technical infrastructure that powers how we hire, onboard, and support our people — while also running the compliance programs that keep us audit-ready year-round. You'll be an individual contributor who owns the People Systems roadmap end to end: Rippling configuration and automation builds, compliance calendar ownership, and cross-functional integrations across the people tech stack. You'll report into the Sr. Manager of People Systems & Operations and partner closely with our People Operations Lead — you're the system-facing architect to her employee-facing execution. You'll also be our resident explorer for where AI can meaningfully reduce manual work — from building smarter Rippling workflows to evaluating AI tooling that multiplies what a lean team can deliver. What You’ll Be Doing: - Own the People Systems roadmap — Rippling HRIS configuration, Workflow Studio builds, sandbox QA, and sprint backlog management. Every architectural change goes through you before it touches a live employee record. - Design and ship automation across the full employee lifecycle — onboarding, offboarding, internal mobility, LOA. You'll use Rippling Workflow Studio as your primary build environment and actively evaluate where AI-powered tooling can eliminate the manual steps that remain. - Own the annual compliance calendar end-to-end: manage and provision compliance trainings, Labor Law Postings, HR compliance filings (ACA, NDT, etc). These don't slip. - Manage HRIS integrations across the people tech stack — Boundless, Ashby, Carta, Sparrow, Culture Amp, Pave, KnowBe4, Notion, Console AI, etc. ensuring data integrity and catching silent failures before they become employee-facing problems. - Partner with the People Operations Lead as her systems counterpart — you own the architecture and change controls, she owns the employee-facing transaction. When a ticket involves a change control, you prep the audit doc, sync IT, and make the Rippling change; she transacts. - Mentor and upskill the People Operations Lead on systems thinking and automation logic — building her capability so the whole team gets stronger, not just your own output. You’ll Be a Good Fit If: - Have 4+ years of hands-on HRIS or People Systems experience with direct ownership of an HRIS platform and automation builds — not just configuration access - Have direct Rippling experience (Workflow Studio, sandbox QA) or deep experience on a comparable platform (Workday, UKG, BambooHR) and can ramp fast - Have owned a compliance calendar end-to-end — you know what's on it, you don't miss it, you don't need to be reminded when a new state gets added - Think in systems and write in plain language — you can translate a vague business requirement into a working Rippling workflow and document it clearly enough that someone else can maintain it - Have built people infrastructure at a high-growth tech company (200–1,000+ employees) and have good instincts about what to automate now, what to operationalize, and what to defer - Are energized by making the people around you better — you teach by doing alongside, not by handing off finished work - Are curious about AI and how it applies to People Operations — you don't need to be an AI engineer, but you stay current on what's possible, you've experimented with AI tooling in your work, and you naturally ask whether a new capability could replace a manual step - Can't help but notice when something is silently broken and fix it before it becomes someone else's problem Employment Type: Full Time, Exempt Base Compensation: The base compensation range for this position is: - Hybrid Commitment: $144,000- $168,000 USD Annually - Fully Remote Commitment: $120,000–$140,000 USD Annually This role can be hybrid (onsite from our NYC, San Francisco, or Seattle hub location three days per week: Tuesday, Wednesday, Thursday) or fully remote. Both arrangements include travel 2–3 times per year (e.g., company and department offsites). The base compensation for this role will vary depending on several factors, including relevant experience, qualifications, and the candidate’s working location. Full Time Employee Benefits: - Comprehensive Health Coverage: Medical, dental, and vision insurance, plus life and disability coverage. - Parental Leave & Family Support: Up to 18 weeks paid leave and a new child stipend. - Financial Wellness: 401(k) program and equity opportunities. - Meals & Home Office Support: Stipends for home office setup and ongoing funds for meals, with tailored perks for both remote and in-office employees. - Time Off to Recharge: Flexible PTO, 12 paid holidays, and a full winter break week. - Wellness & Development: Annual stipends to put towards personal & professional growth. - Mental & Physical Health Support: No-cost access to therapy through the Grow platform, weekly flexible hours for self-care (“Mental Health Mornings/Afternoons”) and memberships to leading wellness apps (such as One Medical, Headspace, and Talkspace). - Extra Perks: Pet insurance discounts, commuter benefits, and global travel assistance. Research shows that some groups hesitate to apply unless they meet every qualification. If you’re excited about this role but don’t check every box, we encourage you to apply. At Grow, we value diverse experiences, transferable skills, and the unique strengths each person brings. Grow Therapy is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. Use of AI Tools: By submitting your application, you acknowledge and consent to the use of automated tools as part of our recruitment process. Specifically, we use a third-party AI tool, Gem, to assist in the initial screening of resumes. This tool analyzes resumes based on role-specific criteria provided by our recruiters to identify potentially strong matches for the role. Importantly, no hiring decisions are made by the AI tool. All decisions about which candidates move forward are made by our human recruiting team after independent review.More information about Gem’s approach to compliance with California FEHA regulations on automated decision systems and New York Local Law 144 can be found on the Gem compliance website.We are committed to transparency and fairness in our hiring practices. If you have questions about how our AI tools work, or would like more information about how your application will be processed, please contact us at talentops@growtherapy.com. If you require an accommodation due to a disability, or have concerns about the use of AI in the hiring process, please also contact us. We are happy to provide assistance or offer an alternative method of participating in the recruitment process.

• Design and implement engagement strategies rooted in Feeld’s values of openness, inclusivity, and authenticity. • Serve as a culture ambassador: championing initiatives that deepen employee engagement, strengthen belonging, and elevate the overall Feeld experience. • Spearhead Feeld’s employer brand strategy, identifying key opportunities for raising awareness of Feeld’s unique culture, and amplifying our employer value proposition to help attract and retain top talent. • Be a visible, credible presence for the People Team and Feeld’s culture, representing both in a distributed, remote-first environment. • Own and drive employee engagement initiatives, using survey data and listening insights to identify opportunities and translate them into targeted action. • Oversee and deliver imaginative virtual team events and celebrations that bring remote Feelders together in meaningful ways, ensuring a consistent and thoughtful experience across all touchpoints. • Lead the end-to-end planning and execution of team meetups and retreats, ensuring every Feelder experiences the real-world connection and impact these IRL moments are designed to create. • Partner with the People Team, Internal Comms, and business stakeholders to craft clear, thoughtful communications around organisational changes, new initiatives, and anything else that shapes the employee experience. • Help create clarity across the organisation by improving how information is shared, understood, and experienced across teams. • Partner closely with the People Team and stakeholders at all levels to ensure DEIB principles are embedded across all programmes, initiatives, and processes. • Apply a global lens to programme design, thoughtfully accounting for cultural nuances and regional differences to create truly inclusive experiences for all Feelders. • Manage and strengthen Feeld’s relationships with external DEIB partners, ensuring those partnerships deliver real value and stay aligned with our evolving goals. • Define and own Feeld’s internal survey strategy, ensuring People Team leadership maintains a clear, real-time view of organisational health in a way that is continuous and sustainable. • Continuously measure the effectiveness of employee experience initiatives and change management strategies, giving stakeholders the insight they need to make informed decisions. • Analyse engagement survey results to provide Feeld leadership with clear, actionable insights and narratives, surfacing key themes, risks, and opportunities for both Senior Leadership and the wider team.