Researcher, HR (entry level)

📋 Description

• • Own the full employee lifecycle: You will be the first point of contact for new hires, guiding them from signed offer through their first 90 days and beyond. This includes pre-start paperwork, I-9 verification, equipment provisioning, benefits enrollment, and creating a white-glove onboarding experience that sets the tone for Jerry’s culture.
• • Plan and execute culture-building events: Jerry is remote-first, so in-person moments matter more than ever. You will design, budget, and run company-wide offsites, team summits, virtual celebrations, and ad-hoc gatherings that bring our distributed workforce together and reinforce our values.
• • Drive internal communications: Draft and distribute weekly newsletters, Slack announcements, and leadership updates that keep 400+ employees aligned on product launches, policy changes, and wins. Measure open-rates and iterate on tone, format, and cadence to maximize engagement.
• • Safeguard HR data integrity: Maintain 100% accuracy in our HRIS (Rippling), payroll feeds, and equity records. Run monthly audits, spot-check benefit deductions, and generate ad-hoc reports for Finance, Legal, and Leadership so decisions are always based on clean data.
• • Automate and optimize: Identify repetitive tasks—such as onboarding checklists, leave requests, and org-chart updates—and build no-code or AI-powered workflows that cut manual effort by 30% within your first six months.
• • Champion compliance and employee experience: Partner with Legal to ensure federal, state, and local labor law posters, policies, and trainings are current. Translate complex regulations into simple, human language that employees actually read and understand.
• • Be a trusted resource: Field day-to-day questions on benefits, PTO, parental leave, and immigration with empathy and speed. When you don’t know the answer, you’ll know exactly where to look or whom to escalate to—never leaving an employee hanging.
• • Contribute to strategic projects: As we scale toward a 10B valuation, you’ll help pilot new performance-review cycles, DEI initiatives, and manager-training programs. Your research and feedback will directly shape the next generation of Jerry’s People programs.
• • Measure what matters: Track onboarding NPS, event satisfaction scores, and HR-ticket resolution times. Present insights to the Head of People every quarter and turn data into actionable recommendations.
• • Grow without limits: This is an entry-level role with a steep learning curve. You’ll receive mentorship from senior People Ops leaders, attend industry webinars, and own at least one stretch project per quarter that aligns with your career goals—whether that’s becoming an HRBP, a People Programs Manager, or a future Head of People.