People Operations Coordinator

Job Description

Foundation is a remote B2B content marketing agency helping SaaS and Higher Ed clients grow through SEO, content, and strategic distribution. We work with ambitious brands that expect quality, consistency, and attention to detail. 

Why This Role Exists

Foundation is growing fast; 4+ new hires per month and accelerating. This role exists to support recruitment, onboarding and people ops support as the team scales. Most of your time will be spent on people operations; compensation research, contracts, onboarding, compliance support, and day-to-day ops. But you’ll also work directly with the recruiter on sourcing, pipeline operations, and candidate coordination. This is a role that crosses both functions because at a company growing this fast, the line between them is thin.

Who This Role Is For

This role is for someone who:

• Has 1+ years of experience working in HR or Operations
• Takes ownership of a process and runs it without being managed; you flag blockers, you don’t wait for someone to notice them
• Is relentlessly organized; you track 10 things simultaneously and nothing slips
• Treats accuracy as non-negotiable; contracts, comp data, and pipeline stages need to be right
• Communicates directly and proactively; the team gets updates without asking
• Is comfortable working across tools (ClickUp, ATS platforms, LinkedIn, job boards, Google Workspace) and learning new ones quickly
• Can context-switch between people ops work and recruitment support without losing quality on either
• Proficient with AI and knows how to use it to be more productive

What You'll Be Responsible For

People Operations (~80% of your time) You own the operational legwork across the people function:

Compensation & Contracts

• Pull market data for compensation benchmarking across target regions (Glassdoor, Payscale, Sagan benchmarks, regional salary databases)
• Compile and present comp research so band decisions can be made quickly
• Maintain salary bands and flag when current team members may need adjustments
• Draft offer letters, employment contracts, and contractor agreements from templates — People Ops reviews and sends
• Track contract signatures and follow up on outstanding documents — escalate if unsigned after 3 business days
• Maintain a contract tracker: who’s signed, who’s pending, renewal dates, amendment history
• Update freelancer contracts when terms, rates, or scopes change — People Ops approves

Onboarding

• Assemble onboarding decks from the standard template — People Ops adds role-specific sections
• Execute the full tech stack setup checklist for every new hire (email, Slack, ClickUp, tools, permissions)
• Schedule Day 1 orientation, team intros, and first-week training sessions
• Coordinate with hiring managers to ensure their onboarding tasks are done before start date
• Track onboarding completion — every checklist item confirmed, nothing assumed
• Run a 30-day new hire check-in to flag early issues

Compliance, Documentation & Day-to-Day Ops

• Maintain employee and contractor records — contracts, tax docs, compliance forms
• Track compliance deadlines and renewals (NDAs, data protection agreements, regional requirements)
• Support on security and compliance audits
• Handle routine ops requests from the team — access issues, tool questions, process inquiries
• Maintain and update people ops SOPs and process documentation
• Update job descriptions on the website as roles open and close
• Manage the employee referral program — quarterly comms, pipeline tracking, payout coordination
• Support offboarding — access revocation, equipment tracking, exit documentation

Recruitment Support (~20% of your time) The recruiter owns the pipeline, sourcing, and candidate evaluation. You handle the publishing, coordination, and follow-up that keeps things moving:

• Post and update job descriptions on the Foundation careers page, LinkedIn, and third-party boards per the Posting Map
• Support LinkedIn job promotion and team amplification for open roles
• Monitor the careers inbox and route applicants into the ATS
• Submit sourcing requests into Sagan on behalf of the recruiter for new roles
• Keep hiring managers updated on pipeline status and next steps for their roles
• Follow up on outstanding test assignments and hiring manager reviews
• Run reference checks in parallel with final-stage interviews to compress the timeline
• Help maintain, update, and administer the ATS; templates, workflows, data hygiene
• Monitor posting channel performance (applications per board) and maintain the Posting Map

This split will flex. Some weeks you’ll be 90% people ops because three hires are starting. Other weeks you’ll be 40% recruitment support because the pipeline is heavy. The ratio is a starting point, not a ceiling. You should be comfortable with both.

What Success Looks Like

After 90 days:

• Every new hire has a complete onboarding package ready before their start date
• Offer letters and contracts are drafted within 24 hours of an offer being confirmed
• Comp benchmarking data is ready for review within 48 hours of a new role being approved
• Open roles are posted to all approved boards within 24 hours and the ATS is clean and current
• No contract sits unsigned for more than 3 business days without a follow-up
• Employee records are accurate, current, and audit-ready
• Hiring managers are getting proactive updates, not asking for them
• The team knows to come to you for routine ops requests

Location, Timezone & Work Setup

• Work Setup: Fully remote
• Primary Target Locations: LATAM (Colombia, Mexico, Brazil) or Philippines
• Timezone: Required: 4–5 hours daily overlap with EST. Async work encouraged outside overlap.

Compensation

• Base Pay Range: $1,500 – $2,500 USD / month Range reflects LATAM / PH cost-of-labor norms.
• Variable Compensation: Company-wide profit sharing and performance bonuses. Variable compensation is not reduced by geography.
• How We Set Comp: Final compensation is determined by experience, role level, and location. We use a role × level × location framework. We pay intentionally, hire globally, and reward impact.