The ideal candidate possesses extensive experience in core HR processes—spanning requisition-to-hire pipelines, headcount planning, compensation banding, PTO accrual rules, and onboarding workflows—along with the ability to translate HR policy into deterministic spreadsheet logic and validation constraints. You will play a direct role in evaluating and refining AI-generated tools, ensuring outputs match professional HR and talent operations standards.

Engagement type: Contractor.

In this role, you will serve as the People Ops expert responsible for setting the benchmark for HR-focused AI applications. Your day-to-day responsibilities will include:

• Authoring Skills & Guardrails: Defining discovery parameters (requisitions, headcount, comp, and leave rules) and guardrails (PTO accrual vs. carryover caps, exempt vs. non-exempt distinctions, comp-band midpoints) for AI builders and canvases.
• Context & Interview Co-Design: Co-designing interview workflows and validating context files, including org charts, requisition lists, and PTO ledgers.
• Grounding Golden Assets: Verifying pipeline stages, leave accrual formulas, KPI metrics, and validation dropdowns across flagship recipes like headcount planners, hiring kanbans, and timesheet trackers.
• Peer Review & Sign-Off: Reviewing counterpart deliverables prior to QC and signing off to ensure outputs align with real-world People Ops practices.

• Core Experience: 5+ years in HR, People Operations, Talent Acquisition, or as an HR Business Partner (HRBP).
• Bachelor's degree or equivalent practical experience in any field.
• Experience in AI evaluation, data annotation, content review, quality assurance, or a related analytical role is preferred but not required.

Technical Infrastructure: Personal desktop/laptop equipped with a stable, high-speed internet connection in a remote setup.

Shortlisted candidates will be sent a Job Interest Form.
Finalized talents will go through delivery interview & proceeded further accordingly.

Work arrangement: Fully remote