People Operations Specialist

Job Overview

The People Operations Specialist owns the operational infrastructure of Mejuri's People function: the lifecycle events, data, and requests our stores, Fulfilment Centre, and corporate teams depend on daily. Our People systems are built to connect but don't do so automatically, and keeping them accurate, fast, and quiet is real work that doesn't currently have a dedicated owner. This role is that owner, responsible for running the operational engine and, over time, making it need less manual intervention.

You'll manage onboarding, offboarding, role changes, leaves of absence, and employee data updates end to end, and own the People ticketing queue as the first point of contact for requests that don't require a Business Partner or specialist. You'll administer programs including benefits, ESOP, time off, and the employee discount program, and work daily inside HiBob, ADP Workforce Now, Storeforce, Yoobic, and Google Workspace to keep data accurate across systems. You'll partner closely with Payroll to resolve discrepancies at the source, report to the Senior Manager, People Programs, and collaborate regularly with People Business Partners, Talent Acquisition, Learning & Development, Retail Operations, IT, and Finance.

The team splits its time deliberately, roughly sixty percent running operations and forty percent improving them, and that same ratio is the standard this role is expected to hold itself to.

What you'll do

Employee lifecycle— Own onboarding, offboarding, role changes, and leaves of absence end to end. You're the person stores and corporate teams count on to get these right and on time.

Ticketing queue — Triage, resolve, and escalate requests in the People ticketing system, handling what doesn't require specialist input and routing what does.

Program administration — Administer benefits, ESOP, time off, and the employee discount program, where accuracy affects real pay and real people.

Payroll accuracy — Confirm employee data transmits correctly to Payroll, and resolve discrepancies at the source rather than downstream.

Root cause fixes — Audit recurring tickets to find what's actually causing them, then build and document a fix so the issue doesn't return. The goal is fewer tickets, not faster ones.

System integrity — Maintain data integrity across HiBob, ADP Workforce Now, Storeforce, Yoobic, and Google Workspace, escalating breaks with a proposed fix, not just a symptom report.

Automation — Build lightweight automations using AI tools and Google Apps Script that you can maintain yourself. You're expected to build things that work and document them cleanly, not write production software.

Reporting — Keep core People data, including headcount, attrition, and lifecycle metrics, accurate and fast to pull, and maintain a live dashboard on service volumes and error rates.

Program delivery — Support the design and rollout of People programs, including performance reviews and engagement surveys, managed against a workback schedule and a documented DARCI.

Cross-functional work — Work with People Business Partners, Talent Acquisition, Learning & Development, Payroll, Retail Operations, IT, and Finance to turn program ideas into something that runs.

Governance and compliance — Run recurring audits across systems and vendors, and track compliance requirements across our geographies, from handbook updates to mandated reporting.

Documentation — Turn core processes into SOPs with a DARCI and flow chart as you run them, so anyone can pick them up without you.

What you'll bring to the team

• People Operations experience — Demonstrated experience in People Operations, HR administration, HRIS, or a comparable operational role.
• HRIS fluency — Hands-on experience configuring and maintaining data inside an HRIS. Our stack is HiBob and ADP Workforce Now; similarly complex, customizable databases transfer well.
• A track record of building things that stick — An automation, report, process, or tool that other people still rely on. Google Apps Script or AI tooling experience is an asset; willingness to learn it is a requirement.
• Analytical rigor — You can pull, clean, and present data without someone checking your work, and you notice patterns others miss.
• Advanced spreadsheet skills — High proficiency in Excel or Google Sheets, including formulas, pivot tables, and charts, with the discipline to handle large volumes of data accurately.
• Sound HR judgment — Strong knowledge of HR principles and practices, gained through education or experience, sufficient to make independent day-to-day decisions.
• Comfort with ambiguity — Proven ability to move projects forward while running the day-to-day, navigating undefined situations and proposing solutions before being asked.
• We're building an AI-fluent organization. We welcome candidates at all stages of their AI journey — what matters is curiosity, a willingness to learn, and an openness to working alongside AI tools as part of how we do our best work.

• A minimum of four weeks vacation, plus personal days and three religious/cultural observance days.
• A hybrid work model for all corporate roles
• ‘Mejuri Passport’ which allows employees who meet specific criteria to work in other locations for one month per year.
• Comprehensive medical and dental benefits, including mental health coverage, and generous personal and sick days for our full-time employees. We also offer bereavement leave, including miscarriage and stillbirth support.
• Parental leave salary top-up of up to 80%, as well as a personalized return-to-work transition and accommodation plan for full-time employees.
• A generous product discount!