People Operations Analyst

Zūm•Redwood City, CA

1d•$110,000 - $130,000

About The Position

About Zūm: Zūm is a rapidly expanding Series E startup backed by industry leaders Sequoia Capital, SoftBank, Spark Capital, and GIC, with a bold mission to transform the stagnant school transportation industry. Operating in over 15 states across the United States—with flagship hubs in San Francisco, Los Angeles, and Seattle—we are actively extending our reach to the East Coast and Midwest regions. As a technology-driven company, we deploy cutting-edge solutions to manage and operate school district transportation systems while also launching our own charter platform and developing proprietary SaaS offerings. Additionally, we are spearheading a nationwide initiative to electrify school transportation fleets, simultaneously supporting local utilities by feeding much-needed energy back into the grid. We have been recognized as CNBC 50 disruptor, Financial Times 500 fastest growing companies, Fast Company World Changing Ideas. Who You Are: You find the error before anyone knew there was one. You're known for tracing a benefits deduction discrepancy to its source, fixing it, and building a check so it doesn't happen again. You actually read the plan document. You know what ERISA requires before Legal has to remind you. That's just how you work. You've reconciled carrier invoices at odd hours, not because anyone asked, but because something wasn't adding up and you couldn't let it go. If this sounds like you, get in touch! We’re looking for a mid to senior total rewards operator who lives at the intersection of benefits administration and data integrity. This isn't a strategic generalist role. It's a hands-on, own-it, build-it-right position on our People Operations team, and it needs someone who genuinely loves the work. You treat data like it means something — because in this work, it does. You build processes that hold up under pressure, document them so others can follow, and improve them before you're asked to. You handle compensation and benefits data with the discretion it deserves, and you communicate clearly with stakeholders who don't share your technical vocabulary. You don't need a lot of structure to do great work. You do need a team that takes this function seriously — and we do.

Requirements

2–5+ years in total rewards, benefits administration, compensation, or a closely related HR function
Experience supporting a multi-state employer of 1,000+ employees through payroll cycles
Hands-on experience with ACH processing, remittance workflows, and carrier/vendor relationships
Deep fluency in ERISA, ACA, COBRA, HIPAA, and state-level benefits compliance – not just awareness, working knowledge
Proficiency with compensation survey platforms, ideally Radford/AON and Pave – you can manage submissions and job matching independently
Excel or Google Sheets skills that go well past the vlookup; you build models, reconciliations, and reports that other people rely on
A track record of operating without a lot of hand-holding in a fast-moving environment

Nice To Haves

Experience with union benefit programs, joint trust administration, or labor agreement compliance
Familiarity with SEBB, public sector benefits, or MERP structures
HRIS platform ownership experience — ADP Lyric or equivalent
A CEBS, CCP, PHR, or SPHR certification
Experience building or scaling a total rewards function in a growth-stage company

Responsibilities

You own benefits reconciliation end-to-end – ACH payments, contribution remittance, deduction audits, vendor billing discrepancies. You're the person Payroll trusts to hand off clean data and the person Finance calls when an invoice needs context. You're not waiting to be looped in; you're already there.
On the compensation side, you’ll manage our compensation survey participation, maintain job matching libraries, and keep the architecture – job families, levels, grade bands – current and defensible. When Talent Acquisition is building an offer or scoping a new req, you're their first call for benchmarking.
You’ll keep our HRIS and benefits platforms running cleanly, serve as system administrator for our benefits portals, and make sure our data is trustworthy enough that leadership can act on it.
You produce reporting on benefits costs, enrollment trends, comp ratios, and pay equity indicators – and you make it legible to people who don't live in spreadsheets.
Compliance isn't an afterthought for you. You track regulatory changes, flag risk before it lands, and partner with Legal and our brokers to implement required changes without drama.