HR People Specialist at Dura - Line focusing on HR operations like onboarding and employee engagement in a manufacturing setting. Ensuring smooth employee experience from onboarding to payroll processes.
About the role
- People Operations Lead managing employee relations and HR functions for a healthcare company serving autistic adults. Establishing scalable processes in a fast-growing environment.
Responsibilities
- Lead employee relations end-to-end: Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escalate
- Build clinician performance management systems: Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement
- Operate company-wide people systems: Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events
- Scale clinician lifecycle operations: Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to 1,000+ clinicians
- Support compensation planning: Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly
- Build corporate people systems: Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback
Requirements
- 3-6+ years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles, with direct exposure to employee relations and pay/benefits administration
- First-principles thinker: Does not default to "HR best practices"—digs into what's actually driving people problems, identifies what needs to be solved versus what's nice-to-have, and builds practical solutions for the context
- Builds for scale: Designs processes that can handle 1,000+ clinicians, thinking through edge cases, failure modes, and handoff points rather than one-off solutions
- Sound judgment: Applies good judgment in messy, high-stakes situations (performance issues, investigations, terminations); knows when consistency matters versus when nuance is required
- High ownership: Extremely organized and reliable; owns the full people ops surface area, ensures nothing falls through the cracks, and escalates when issues carry material legal, financial, or operational risk
- Bias for action: Moves quickly to contain people issues and establish clarity without creating downstream risk; comfortable with testing and iteration rather than perfect upfront design
- Hands-on with systems: Comfortable managing PEO administration, payroll coordination, compensation data in Excel, and building trackers and formulas to identify trends.
Job title
Job type
Experience level
Salary
Not specified
Degree requirement
No Education Requirement
Location requirements
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