Partnership Coordinator – Project Management

Relentless

11h•Remote

About The Position

The Partnership Coordinator for Project Management is the operational backbone of our partnerships work, and the job has two halves. The first is staffing: you'll run the hiring and offboarding logistics that take us from a handful of people to a full cycle staff in a matter of weeks. The second is project management of our partner work: you'll keep track of what the team owes each client and by when, and make sure it actually happens. On the staffing side, you'll own the mechanics of getting people hired, onboarded, and set up to work. Offer letters and I-9s, accounts and access, equipment, offboarding at the end of the cycle. You'll work in Rippling, Notion, and Google Workspace, and coordinate with our external HR partners on paperwork and account setup. Most of this work is currently absorbed by our Associate Director of Partnerships, and a meaningful part of your job is taking it over cleanly. On the client side, you'll be close to the relationship without owning it. You'll set up Rally for client programs, manage the inboxes where clients and prospective participants reach us, sit in on client meetings, capture what was decided and who owns it, and then follow up until it's done, including with people more senior than you. Because we're a small team running big programs, this role also provides backup support for voter protection and recruitment during high-volume event periods. If you are a detail-oriented doer who loves closing loops and keeping trains running, this is a great role for you. This is a full-time cycle role with an end date of November 15th, 2026.

Requirements

2–3 years of experience in project management, operations, HR or people operations, or client-facing coordination.
Strong organizational skills, with comfort managing multiple inboxes, task trackers, and competing deadlines without losing the thread.
Experience taking and distributing notes for external client meetings, with an ear for what matters — decisions and owners, not everything that was said.
Comfortable following up with people more senior than you and holding them to deadlines without being asked twice.
Clear, professional written communication, especially in client-facing email where tone and turnaround both matter.
Familiarity with startup-style tech platforms, or strong interest and willingness to learn and build within new tech structures.
Discretion and good judgment handling confidential personnel and client information.
Self-directed in a remote environment, with strong Slack and async communication habits.
Access to a computer, reliable internet, and a workspace that supports focused, deadline-driven work.
Availability to flex hours during high-volume recruitment and event periods, including some evenings and weekends as we approach November.

Nice To Haves

Experience with HR platforms such as Rippling, and with hiring processes including E-Verification, offer letters, and onboarding compliance, is a plus.

Responsibilities

Execute hiring operations for cycle staff end to end — running the Rippling hiring flows, sending offer letters and confidentiality agreements for signature, completing I-9 and E-Verify checks within required deadlines, and tracking completion through to the end of onboarding week.
Coordinate with our external HR partners on account creation, paperwork, and new hire communications, making sure handoffs between our team and theirs don't drop.
Own the onboarding logistics that make someone's first week work: platform and permissions access, Google Groups, calendar invites, manager and new hire notification emails, and chasing down incomplete checklist items.
Assist with the general support inbox, with a particular focus on client and HR-related inquiries.
Configure and test new client program configuration in our organizing platform before handoff, so client-facing teams start from something that works.
Take notes in client meetings, capturing decisions, owners, and deadlines rather than transcripts, and distributing them promptly so everyone is working from the same record.
Create and assign tasks coming out of client meetings and internal check-ins, then follow up persistently with team members — including senior staff — to keep work moving and flag when something is stuck.
Maintain the trackers and documentation the team runs on, keeping staffing rosters, task boards, and process docs accurate enough that other people can rely on them.
Handle sensitive personnel information — I-9 documentation, offer terms, personal data — with discretion and care.
Step in on program inbox coverage during program peak, when volume outpaces the primary support team's capacity.
Provide Voter Protection support during program peak, handling incoming questions and escalations alongside the core team.
Take on additional responsibilities as they arise, with the expectation that your day-to-day mix of work will shift with program needs.