People Ops Generalist

Videa•Boston, MA

8d•$130,000 - $150,000

About The Position

Videa is seeking a People Operations Generalist to build the foundation for how employees experience working at the company. This is a builder role focused on creating and improving essential People infrastructure, including onboarding, an employee hub, policies, documentation, and systems that help employees and managers find answers and navigate the company. The role goes beyond administering HR processes: it involves understanding employee needs, identifying underlying problems, and building simple, scalable solutions. The Generalist will explore AI and automation across onboarding, employee support, and People programs, and will work independently across the company while reporting to the VP of People. In the first 30 days, the person will assess current onboarding and People infrastructure, identify gaps and opportunities, and address in-flight People needs. By 60 days, they will launch an initial onboarding experience. By 90 days, they will create a central People hub and a prioritized view of future People infrastructure needs. Longer-term success means employees can join Videa, find the information they need, and navigate key employee moments with less friction and less dependence on the People team.

Requirements

Strong systems-thinking skills, including the ability to identify underlying problems before building solutions.
Genuine, active use of AI at work, with examples of things built, automated, or fundamentally changed using AI.
Ability to build from zero and work from first principles rather than relying on established processes and playbooks.
Ability to operate independently, determine what needs to happen, and drive work forward without detailed instructions.
Strong product instincts, including treating employees as users and building intuitive, useful resources that are actually used.
Ability to keep processes simple and avoid creating processes merely because they are traditional HR practices.
Comfort moving quickly, experimenting, and improving work based on employee use.
Passion for innovation in the people space and interest in finding better ways to work.
Relevant People exposure, regardless of where or how it was gained.

Nice To Haves

Previous People Operations experience, particularly in a small or one-person People function.

Responsibilities

Build and continuously improve the onboarding experience, from offer acceptance through ramp.
Create a simple, useful employee hub where people can find information and resources.
Build core People policies, documentation, and operating infrastructure as the company scales.
Identify gaps across the employee lifecycle and determine what to build, improve, or remove.
Use AI and automation to make People programs simpler, faster, and more useful for employees and managers.
Create self-service tools and resources that reduce unnecessary People administration.
Listen for employee signals and help identify issues before they become larger problems.
Partner with the VP of People on new programs and experiments as the company grows.
Own the details and execution needed to turn ideas into things people actually use.
Assess current onboarding and People infrastructure, gather information, and address in-flight People needs.
Launch an initial onboarding experience within 60 days and a central People hub within 90 days.
Develop a clear, prioritized view of People infrastructure to build next, including why it matters and when it should be built.