The opportunity
LangChain is scaling fast. Our People function is lean by design and high-leverage by necessity.
What you'll do
Own People Ops end-to-end. You are the accountable operator for HRIS: integrity, benefits administration, leave and accommodations management, compliance, and onboarding and offboarding programs. The function runs because you built it to.
Build and maintain LangChain's compliance layer. US multi-state requirements,: global employment law, contractor vs. FTE classification, immigration case coordination, and audit readiness across I-9, ERISA Wrap, and Flex Plan. You're the internal expert and the escalation point, and you partner with outside employment counsel when it calls for it.
Own Rippling as the system of record. Workflow configuration, data integrity,: onboarding and offboarding automation, payroll coordination. You don't just use the tool — you build it.
Lead global employment operations. Manage EoR provider relationships,: coordinate international contractor agreements, and build scalable infrastructure for hiring across geographies including the US, UK, EU, and beyond. You understand the compliance nuance across regions, not just one.
Architect and govern People policies. Own the employee handbook, leave: frameworks (medical, parental, personal), STD/LTD administration, outside activity and IP-adjacent policies, and the compliance governance behind them. You'll own the mechanics and logistics of our benefits programs long-term, including STD/LTD setup and ongoing vendor management.
Build People Ops automations and workflows. You've shipped automations: yourself. You have opinions on what should be automated in the People function. You'll define the roadmap, build where you can, and partner with Talent Ops on execution where scopes intersect.
What they're looking for
- Own employee relations and accommodations. Handle ER matters with appropriate: confidentiality, consistency, and documentation. Own the accommodations process end-to-end. You know when to resolve internally, when to escalate, and when to loop in counsel.
- Contribute to People data and reporting. Own headcount data integrity in: Rippling and contribute to the People analytics layer: turnover reporting, onboarding metrics, and the operational data that informs People strategy.
- Evaluate and govern AI tools used in People Ops. As we deploy AI-assisted: workflows across the function — from onboarding automation to compliance tooling — you'll be the operational owner who assesses accuracy, data handling, fairness, and auditability. You bring a thoughtful lens to where AI adds leverage and where human judgment is non-negotiable.
- Support SOC2 and audit readiness. Serve as the People Ops owner for SOC2 and: related compliance audits — documenting people-related controls, ensuring they're tested, and maintaining readiness as we scale.
