People & Talent Operations Lead

People & Talent Operations Lead | Miami Beach, FL | $150,000–$180,000 base

Four in-office days per week initially. Miami–Fort Lauderdale candidates within practical commuting distance are preferred.

Required: recent, personal administration of Rippling Recruiting AND core HR, plus hands-on technical recruiting for AI, software, or technology teams. You will own both recruiting delivery and day-to-day People operations.

We’re building technology that helps people connect what matters across work and life, recognize what needs attention, and move forward with greater clarity and control.

01 / The role

Run recruiting and day-to-day People operations at loopworks. Personally move priority searches forward, administer Rippling and build reliable hiring, onboarding and employee workflows. This is an experienced, hands-on individual contributor role.

Reports to: Chief Operating Officer.

02 / Your ownership

• Personally source and recruit technical and other priority talent; coordinate interviews, evidence-based feedback, references, candidate communication and approved offers.

• Administer Rippling Recruiting and core HR yourself: configure stages, interview plans, permissions, approvals, reports and onboarding/offboarding automations. Test changes, document ownership and resolve workflow failures.

• Maintain accurate candidate and employee records. Coordinate payroll inputs, benefits, leave, equipment and access with Finance, the COO and authorized partners.

• Give hiring managers a weekly view of pipeline progress, overdue decisions, upcoming starts and blockers. Build practical manager support and employee routines with leadership.

• Protect confidential information and escalate employment matters to the COO and counsel. Hiring decisions, compensation exceptions and legal conclusions stay with the authorized decision-makers.

03 / What you bring

• Deep, recent, hands-on Rippling administrator experience is required. You must have personally configured Recruiting and HR workflows, permissions, approvals, reporting and onboarding automations.

• Evidence of recruiting delivery and employee operations in a lean technology company; credible technical sourcing experience and disciplined candidate follow-through.

• Clear writing, discretion and sound judgment. Employee self-service use, generic HRIS familiarity or supervising an administrator does not satisfy the Rippling requirement.

04 / Your first 90 days

First 30 days: audit the hiring pipeline, permissions and onboarding gaps. By day 60: implement and test priority Rippling workflows and a reliable weekly hiring cadence. By day 90: demonstrate accurate records, dependable candidate follow-up and repeatable onboarding with clear owners.

05 / How we work

Miami Beach, Florida. Full-time. Hybrid, four in-office days per week initially. After six months, one additional remote day may be approved based on performance, role and business needs.

06 / Compensation

Annual base salary: $150,000–$180,000. Bonus, equity and benefits are discussed separately; no award is promised.

07 / The conversation

Expect a redacted walkthrough or sandbox exercise covering a hiring-to-onboarding handoff, permission boundaries and an automation failure you diagnosed. Never share a former employer’s confidential data.

Candidate privacy

At loopworks, LLC, we respect your privacy and are committed to protecting the personal information you share with us during the recruiting process.

When you apply for a position or express interest in joining our team, we may collect your name, contact information, résumé, professional experience, qualifications, and other information you voluntarily provide.

We use this information for legitimate recruiting and employment-related purposes, including evaluating qualifications, communicating with candidates, conducting interviews, making hiring decisions, and complying with applicable legal obligations. Access is limited to authorized personnel and service providers involved in recruitment.

Hiring decisions are made by people, not automated candidate scoring or rejection systems.

We retain applicant information only as reasonably necessary for recruitment, applicable legal requirements, and legitimate recordkeeping purposes. Consideration for future opportunities will be handled separately where required by law.

Please do not submit Social Security numbers, financial information, medical records, or other sensitive personal information with your application.

For questions about your personal information or to exercise applicable privacy rights, contact dataprivacy@loopworks.com.

For additional information, please review our Privacy Policy.