Job Description & Details
This is a solid, hands-on HR operations role based in San Francisco that sits right at the intersection of talent acquisition, employee relations, and compliance. If you enjoy managing the full employee lifecycle while navigating the nuances of California employment law, this gig offers a well-rounded mix of strategic and administrative responsibilities without being pigeonholed into just recruiting or just payroll.
What You'll Actually Be Doing
Your day-to-day will be a fast-paced juggling act between scaling the team and keeping the internal operations running smoothly. You will own the end-to-end recruitment pipeline—from initial candidate screening to onboarding—while simultaneously fielding day-to-day employee queries about benefits, payroll, and company policies. You will also spend a good chunk of your time maintaining HRIS records, updating the employee handbook, and ensuring local compliance, meaning you'll need to be someone who genuinely appreciates dotting the i's and crossing the t's.
The Core Tech Stack
To survive and thrive here, you need to be comfortable living in HRIS platforms, ATS systems, and MS Office suites. The company relies heavily on these tools to manage everything from leave tracking to performance management, so you should be able to spin up reports and manage data accurately without breaking a sweat. Familiarity with payroll administration tools and supporting hybrid workforce operations will also be a major asset.
Interview Expectations
Expect the hiring team to test your practical knowledge of California employment law with situational questions, such as handling a tricky employee relations issue or managing a leave of absence compliance edge-case. They aren't looking for textbook definitions; they want to see how you balance empathy with risk mitigation, protecting both the employee and the business while keeping a cool head under pressure.
Application Advice
Your resume needs to immediately signal that you aren't just an admin assistant, but a capable HR operator who understands compliance. Make sure to weave exact keywords like "HRIS platforms," "California employment laws," "onboarding," and "employee relations" right into your bullet points. If you can highlight specific metrics around how you improved time-to-hire or streamlined onboarding documentation in your past roles, you'll easily sail past the ATS and grab the recruiter's attention.