radiant - People Operations Coordinator

• PEOPLE OPERATIONS (~80%) • Run new joiner onboarding end to end, but treat every manual step you touch twice as a candidate for automation, with the goal is to keep making the process faster and lighter-touch, not just execute it reliably. • Administer employee lifecycle changes (promotions, transfers, terminations) across systems, and build the guardrails - validation rules, alerts, review steps etc. • Process documentation: create and maintain SOPs, checklists, and playbooks for onboarding, offboarding, and systems admin current as processes evolve, so nothing lives only in your head. • Own and execute core HR operations across the employee lifecycle, including onboarding, employee changes and off-boarding. • Ensure compliance with local labour laws and internal policies across different regions. • Coordinate team socials, offsites, and the other moments that bring a distributed team together. • Liaise with our payroll providers (UK and US) to process any changes, corrections, or new starters/leavers each cycle • Keep policies and the employee handbook up to date and ensure compliance with any UK/US regulatory changes during the cover period • Translate employee feedback into concrete action points and employee journey initiatives • Employee first-line support: be the first point of contact for day-to-day employee questions on payroll, leave, benefits, and admin • Administer employee lifecycle changes (promotions, transfers, terminations) across systems, and build the guardrails - validation rules, alerts, review steps etc, that catch data errors before they become a downstream mess in payroll or compliance. • IMPROVING IT (~20%) • Support and contribute to improving, automating, and streamlining HR processes, with a focus on scalability and efficiency. • Design, build, and maintain automations, workflows, and AI agents across our People Ops tooling (HiBob, Ashby, Notion) - from a simple triggered workflow to a more sophisticated internal agent - turning multi-step manual processes into things that run themselves. • Contribute to and take ownership of parts of people-related projects and process improvements. • Turn employee feedback into specific, sequenced actions with owners and dates — not a list of themes. • Use data from our people systems to show where time is going, what is working, and what to fix next. • Keep the People pages in Notion current, and improve them as you learn where colleagues get stuck. • Partner with relevant stakeholders on anything touching UK employment or compliance judgement calls while you build fluency here. You own the system and the escalation path, and that ownership shifts to you over time.