People Generalist, TX

Level•Austin, TX

About The Position

Level is a learning technology company dedicated to helping students build real academic and life skills with confidence and joy. We combine proven curriculum principles with world class interactive design to make meaningful practice something students want to come back to, not something they struggle through. We support what teachers, schools, and parents are already doing by increasing student engagement with high quality, standards aligned practice that reinforces classroom learning. That’s why we’re building: For students: Rewarding and motivating learning experiences that meet students where they are to build real academic proficiency. For educators: Tools that fit naturally into instruction and help students stay engaged while reducing teacher workload. For parents: Activities that help your kid catch up or get ahead, build confidence, and minimize homework battles, whether learning at school or at home. We are committed to helping every person maximize their potential and live a life of meaning. It’s a difficult problem that requires brilliant people and tremendous effort over time. We are seeking a People Generalist who will be a foundational member of our People team, serving as the connective tissue between our employees and the programs, processes, and experiences that make Level a great place to work. Reporting directly to the Senior People Partner, you will own the day-to-day operations of the People function - from benefits administration and onboarding to culture programming and employee lifecycle management. This is a high-impact, high-visibility role for someone who is detail-oriented, people-first, and energized by building and improving in a fast-moving environment.

Requirements

3–5 years of experience in an HR Generalist, People Operations, or similar role.
Demonstrated experience owning benefits administration, including open enrollment and leave management.
Experience managing full-cycle onboarding and offboarding processes.
Strong working knowledge of US employment law and HR compliance requirements (FMLA, ACA, COBRA, FLSA, etc.).
High proficiency with HRIS platforms - experience with configuration and workflow management, not just data entry.
Exceptional attention to detail and organizational skills with the ability to manage multiple priorities simultaneously.
Strong interpersonal and communication skills with a service-oriented, employee-first mindset.
Ability to handle sensitive and confidential information with discretion.
Comfort working cross-functionally with Finance, Legal, and leadership teams.

Nice To Haves

Direct experience with Rippling as a primary HRIS platform.
Familiarity with contractor management and international contractor compliance.
Experience supporting performance review cycles and compensation administration.
PHR, SHRM-CP, or equivalent HR certification.
Experience in a high-growth startup or tech environment.
Background in culture programming or employee engagement.

Responsibilities

Serve as the primary point of contact for employee benefits questions, life event changes, and enrollment support.
Own and administer US benefits programs including medical/dental/vision, 401(k), HSA/FSA, and ancillary benefits.
Support annual open enrollment end-to-end, including employee communications, system configuration, carrier coordination, and deadline management.
Support leave administration by serving as the first point of contact for employee leave inquiries (FMLA/CFRA, PDL, personal, and discretionary medical leaves), coordinating with the Senior People Partner and brokers to ensure proper documentation and timely processing.
Assist with benefits compliance tasks including COBRA notifications, ACA data collection, and applicable state reporting requirements, in partnership with the Senior People Partner and benefits brokers.
Partner with benefits brokers and carriers to ensure plan accuracy and resolve employee issues in a timely manner.
Own the full employee onboarding experience from offer acceptance through the first 90 days, ensuring a seamless, consistent, and engaging experience for every new hire.
Coordinate new hire logistics including benefits enrollment and cross-functional introductions, partnering with IT on system access and setup and the Office Manager on equipment provisioning.
Partner with the Senior People Partner to conduct new hire check-ins at 30, 60, and 90 days to surface feedback and ensure early engagement.
Support offboarding logistics including internal offboarding communications, coordinating systems access removal with IT, and processing benefits terminations.
Continuously improve onboarding and offboarding workflows to reflect company growth and employee feedback.
Maintain accurate records for all contractors, including contract documentation, compliance requirements, and payment coordination.
Partner with Legal on contractor agreements and SOWs, ensuring proper documentation and recordkeeping.
Manage contractor-to-FTE conversions from an HR and benefits enrollment perspective.
Serve as the primary HR point of contact for contractor inquiries and lifecycle changes.
Process all employee lifecycle changes in Rippling including promotions, transfers, compensation adjustments, manager changes, and terminations.
Maintain HR data integrity across all systems, ensuring accurate and up-to-date employee records at all times.
Generate and distribute people reports and metrics as needed for leadership and cross-functional partners.
Serve as the first line of support for general HR inquiries, triaging and resolving issues or escalating appropriately.
Support the semi-annual performance review cycle including timeline management, system configuration, manager communications, and calibration logistics
Support and execute employee engagement initiatives including team events, recognition programs, and companywide culture moments.
Own Level's internal culture calendar, including team offsites, holidays, milestones, and other observances.
Administer employee engagement surveys, analyze results, and partner with leadership to develop action plans.
Champion a positive and inclusive employee experience across a distributed, remote-first workforce.
Support new hire orientation programming and ongoing culture touchpoints that reinforce Level's values.