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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates expertise in PEO Administration, Payroll Coordination, and Benefits Administration while effectively managing the employee lifecycle. Capable of designing scalable processes for high-growth environments and applying sound judgment in complex people operations scenarios.
Highest-signal resume keywords
PEO AdministrationPayroll CoordinationCompensation Data ManagementProcess Design for ScalePeople Operations Experience
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Benefits AdministrationPolicy DocumentationPerformance ManagementData Analysis in ExcelOnboarding ProcessesInvestigations ManagementTermination ProceduresCompetitive Market ReviewsPay Bands CreationDecision Trees Design
Soft Skills
First-Principles ThinkingSound JudgmentHigh OwnershipBias for ActionOrganizational Skills
Industry Keywords
People OperationsHuman ResourcesHigh-Growth EnvironmentsStartup ExperienceConsulting Experience
About the role
Key responsibilities & impact- Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events
- Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to 1,000+ clinicians
- Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly
- Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escalate
- Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement
- Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback
Requirements
What you’ll need- 6-8+ years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles
- First-principles thinker: Don't default to "HR best practices"—dig into what's actually driving people problems, identify what needs to be solved versus what's nice-to-have, and build practical solutions for our context
- Builds for scale: Design processes that can handle 1,000+ clinicians, thinking through edge cases, failure modes, and handoff points rather than one-off solutions
- Sound judgment: Apply good judgment in messy, high-stakes situations (performance issues, investigations, terminations); know when consistency matters versus when nuance is required
- High ownership: Extremely organized and reliable; own the full people ops surface area, ensure nothing falls through the cracks, and escalate when issues carry material legal, financial, or operational risk
- Bias for action: Move quickly to contain people issues and establish clarity without creating downstream risk; comfortable with testing and iteration rather than perfect upfront design
- Hands-on with systems: Comfortable managing PEO administration, payroll coordination, compensation data in Excel, and building trackers and formulas to identify trends.
Benefits
Comp & perks- Health insurance
- Professional development opportunities