People Operations Partner

Odyssey•Palo Alto, CA

About The Position

Odyssey is an AI lab pioneering general world models: causal, multimodal systems that learn to predict and interact with the world over long horizons. This foundational technology promises to revolutionize robotics, science, healthcare, education, gaming, defense, and beyond. Odyssey’s founders previously pioneered the most complex application of physical AI: self-driving cars. They’ve now brought together a world-class research team from DeepMind, Tesla, Waymo, Meta, Apple, and Wayve, who have made significant contributions to language models (DeepMind Gemini), video models (DeepMind Veo), world models (Wayve GAIA), and autonomous systems (Tesla FSD). Odyssey has raised significant venture capital from GV, Amazon, AMD, EQT, NVIDIA, Natural Capital, In-Q-In, Elad Gil, Jeff Dean, Guillermo Rauch, Garry Tan, Kyle Vogt, and researchers from OpenAI, DeepMind, MSL, Recursive, and Thinking Machines.

Requirements

6+ years of People Operations, HRIS, or HR Systems experience, ideally including at least one full HRIS implementation or major system redesign.
Hands-on Total Rewards experience, including compensation strategy, compensation/equity benchmarking, program management, benefits design, policy development and maintenance, and end-to-end open enrollment.
Direct experience managing employer-sponsored immigration cases (H-1B, PERM, green card processes) in partnership with outside counsel.
Strong analytical skills with hands-on experience building dashboards and reports (Excel/Sheets required; BI tools like Looker, Tableau, or similar a plus).
Deep familiarity with HRIS platforms (e.g., Bob, Workday, Rippling, or similar) and adjacent People tech (engagement, benefits, leave management, LMS).
Working knowledge of multi-state employment compliance, leave administration, and benefits administration.
Proven ability to manage vendor relationships and cross-functional projects, especially with IT/Engineering.
Excellent judgment and discretion handling sensitive employee data and compliance matters.
Bachelor's degree or equivalent practical experience.

Nice To Haves

Experience supporting a company through a reduction in force, acquisition, or major reorganization.
Experience building or improving compliance training programs.
Background in Psychology, HR, or a related field.

Responsibilities

Own the core HRIS platform end-to-end, including data integrity, workflow configuration, and integrations with adjacent systems (payroll, benefits, SSO/provisioning, performance, and recognition tools).
Lead implementations and major system redesigns, such as org-hierarchy architecture and cross-system field mapping, partnering closely with IT/Engineering.
Drive adoption across the organization through training, documentation, and change management, and manage vendor relationships and contract renewals.
Own the company's immigration program, partnering with outside counsel on visa sponsorship, extensions, and green card processes (H-1B, O-1, PERM, and similar).
Track case timelines and deadlines, advise managers and employees on process and status, and assess and mitigate immigration impact during org changes such as reductions in force, role changes, or terminations.
Ensure compliance with relevant immigration and employment regulations across a multi-state (or multi-country) footprint.
Build and maintain dashboards and reporting that track headcount, tenure, turnover, engagement, performance, and demographic trends.
Partner with People leadership to consolidate data into a single view for board and leadership planning cycles.
Turn survey and systems data into actionable insight, and continuously improve data quality and reporting infrastructure.
Own the employee lifecycle end-to-end, onboarding, development, retention, and offboarding.
Build and continuously improve onboarding programs and systems (LMS, new hire surveys, equipment/access provisioning) that get new hires productive quickly.
Support development programs such as performance calibrations, succession planning, and manager training.
Drive retention through engagement survey cycles, pulse surveys, and recognition programs, translating findings into action.
Lead offboarding end-to-end, including compliance steps (COBRA, severance, separation agreements) and coordination across Legal, IT, and Finance.
Administer leave of absence, workers' comp, and other compliance-driven processes.
Support compensation/benefits strategy, open enrollment, and vendor evaluation.
Own or contribute to the engagement survey cycle, onboarding systems, and compliance training programs.
Serve as a key partner on org-wide initiatives such as reorganizations, M&A integration, or offboarding.