People Operations

• Support the launch and systematizing of a new People Team requests automation process and system
• Assist in automating and streamlining employment verification workflows and documentation practices
• Conduct vendor comparison research and organize findings to support People Team operational decision-making
• Provide administrative and operational support for performance review cycles
• Identify, document, and refine standard operating procedures (SOPs) and other operational processes
• Support updates and organizational efforts related to Branch’s Payroll Playbook and associated operational processes
• Assist with implementation activities tied to new People Team vendors and systems
• Provide operational, administrative, and project-based support across the People Team as business needs evolve
• Contribute to continuous improvement efforts focused on scalability, organization, efficiency, and employee experience

People Intern

• Source candidates for hourly, leadership, and support roles
• Review resumes and applications for role alignment
• Administer and track Culture Index (CI) assessments
• Screen candidates for culture and role fit
• Coordinate and schedule phone, virtual, and in-person interviews
• Manage calendars and interview logistics across departments
• Communicate clearly with candidates throughout the hiring process
• Maintain accurate hiring trackers and candidate documentation
• Partner with internal leaders to move candidates efficiently through the pipeline
• Support continuous improvement of hiring systems and workflows

Talent & People Manager – Flexible

• Support people leaders within the assigned client group and provide guidance and coaching to assist people leaders to effectively lead and develop their teams
• Drives accountability for performance, reliability, and behavioral standards through corrective action
• Acts as point-of-contact for employee relations, which includes handling employee complaints, conflict resolution, interpreting company practices and policies to both people leaders and employee and gaining mutual agreement for a way forward
• Maintains a positive environment for employees, coaching for employee development, ensuring employees feel heard and valued
• Possesses strong knowledge of employment law and has a strong understanding of HR risk migration and best practices in a various of HR generalist areas with expertise for compliance in multiple states preferred (currently NY, CA, PA, MO, FL, NV and growing)
• Assists People Partner team with key initiatives and projects which contribute to the company-wide enterprise

People Business Partner

• Serve as the primary People partner for Carrier Partnerships, Strategic Accounts, Customer Support, and Finance — building trusted relationships at all levels, from ICs to senior leaders.
• Develop a deep understanding of each client group’s business model, goals, and talent challenges, and translate that into proactive people strategies.
• Advise leaders on org design, workforce planning, team effectiveness, and leadership development with a long-term, outcomes-oriented lens.
• Anticipate people risks before they surface, and bring forward data-informed recommendations that help leaders make better decisions about talent.
• Represent the People function credibly in business planning conversations, operating reviews, and leadership forums.
• Own end-to-end employee relations matters across the U.S. and international locations, including performance improvement plans, complex investigations, terminations, and compliance.
• Build and continuously improve ER frameworks, documentation standards, and escalation paths that create consistency and reduce risk at scale.
• Provide expert, independent guidance to leaders navigating performance issues, corrective action, and sensitive employee situations — balancing legal risk, human impact, and business need.
• Design scalable performance management infrastructure — guidelines, toolkits, calibration processes — that can operate consistently without depending on individual heroics.
• Partner closely with People Operations and Legal to ensure fair, compliant outcomes, particularly across multi-jurisdiction situations.
• Go beyond survey data — build real relationships with employees at all levels, including ICs, to understand what’s actually happening on the ground and bring those insights to the right conversations.
• Translate engagement data into clear, actionable insights, surfacing patterns across client groups and helping leaders build credible, time-bound action plans.
• Design and maintain a listening ecosystem beyond formal surveys (e.g., pulse checks, stay interviews, onboarding/exit signals) that gives leaders ongoing visibility into team health.
• Champion transparency and follow-through on engagement commitments, helping Shippo build a culture of trust and accountability.

Lead People Business Partner

• Serve as a trusted advisor to the CEO, President and executive team on workforce planning, organizational design, leadership development, and talent strategy.
• Steward and evolve Miva’s culture; lead programs that reinforce engagement, belonging, and the overall employee experience in a fully remote, geographically distributed workforce.
• Own total rewards strategy, including compensation philosophy, market benchmarking, benefits design, and 401(k) plan oversight.
• Oversee full-cycle recruiting strategy for all positions across the organization.
• Lead diversity, equity, and inclusion strategy and related programs.
• Define and report on key people metrics (headcount, retention, engagement, time-to-hire, compensation positioning, etc.); deliver data-driven recommendations to leadership.
• Use HR systems and tools (HRIS, ATS, performance, payroll, benefits) to ensure programs run efficiently.
• Identify, evaluate, and implement opportunities to leverage AI and emerging technologies to optimize HR workflows, improve efficiencies, and elevate the quality of people programs and deliverables.
• Lead organizational change management initiatives, including reorganizations, role transitions, and growth planning.
• Manage the HR budget and external vendor relationships, including benefits brokers, payroll providers, employment counsel, and recruiting partners.
• Anticipate emerging people risks and opportunities, and proactively recommend and implement solutions.
• Provide direction to a part-time Recruiter consultant; review pipelines, and ensure a consistent, high-quality candidate experience.
• Design and deliver an exceptional onboarding experience that ramps new hires quickly and connects them to Miva’s culture and goals.
• Ensure payroll, health benefits, and 401(k) plan are processed accurately and timely, and remain compliant with all federal, state, and local laws across the multiple states in which Miva employees reside.
• Administer leaves of absence, accommodations, workers’ compensation, and unemployment claims.
• Maintain HRIS and employee records; ensure data integrity and produce reporting as needed.
• Coach managers and employees on performance, behavioral concerns, team dynamics, and employee relations matters.
• Conduct employee relations investigations and recommend appropriate corrective action; partner with employment counsel as needed.
• Maintain and update the employee handbook, policies, procedures, and job descriptions.
• Manage offboarding logistics, including exit interviews and analysis of attrition trends.
• Provide guidance to employees and managers on company policies, benefits, and processes.
• Be a visible, trusted resource and first point of contact for employees on all people-related matters.
• Perform other duties and projects as assigned.

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People Intern

Talent & People Manager – Flexible

People Business Partner

Lead People Business Partner

Director, People Operations