About Vyne
Vyne is a healthcare technology company connecting providers, payers, and patients through secure health information exchange and intelligent communication management. Operating across two specialized business units — Vyne Medical and Vyne Dental — the company serves more than 800 hospitals and health systems, 84,000 dental offices, and 800+ health plans and payers across the United States. Vyne Medical helps hospitals and health systems automate clinical and operational workflows, reduce denials, and accelerate revenue cycle performance, while Vyne Dental empowers dental practices and payers with end-to-end revenue acceleration tools that streamline claims, attachments, and patient payments. Together, they share a single mission: replacing fragmented, paper-based healthcare processes with modern, integrated technology that saves time, reduces costs, and improves outcomes for everyone involved.
At Vyne, you'll work alongside people who are passionate about what they do and genuinely invested in each other's success. The company is remote-first, offering flexibility and work-life balance that employees consistently value. Whether you're solving complex healthcare challenges or collaborating across teams, the work here is meaningful and the people make it worth showing up for.
Title of Position: People Operations Specialist, Talent
Organizational Relationship: Reports to Chief People Officer
Job Family: People Operations
Managerial Responsibilities: None
Classification: Exempt / Full-Time
GENERAL SUMMARY:
The People Operations Specialist, Talent provides hands-on administrative, coordination, and systems support across the full employee lifecycle, recruiting, onboarding, learning and development, performance, and HR operations. This is a highly tactical, execution-focused role: the Specialist keeps Vyne’s People programs running day to day, maintains accuracy across our HR systems, and delivers a responsive, positive experience for candidates, new hires, managers, and employees. The Specialist executes and maintains the programs, frameworks, and processes owned by the People Operations leadership team. The People Operations Specialist, Talent is expected to be a strong, fluent user of AI tools and to apply them daily to work faster and more accurately and to streamline repetitive administrative work. The role partners closely with the People Operations Manager and People Operations Business Partner, follows established SOPs, standards, and review cycles, and escalates decisions appropriately.
DUTIES & RESPONSIBILITIES:
Talent Acquisition, Employer Brand & Onboarding
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Post job openings across internal and external platforms, using AI to draft and tailor posting copy; draft and route new-hire and promotion offer letters for approval and signature; obtain requisition and offer approvals.
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For new positions, work with the People Operations Manager and People Operations Business Partner to obtain job description, salary grade, and job level information, and create and maintain Job Templates in Rippling.
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Provide backup recruiting coverage as needed during hiring surges or coverage gaps, conducting candidate phone screens and reviewing resumes to support hiring managers.
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Maintain the careers site and employer-branding content; coordinate and run the weekly recruiting update meeting.
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Maintain required AI-use disclosure language across job postings, the careers site, and the ATS, and track candidate accommodation requests for AI hiring compliance.
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Process background checks and route results per policy; escalate any adverse-action decisions to People Operations leadership. Schedule Day 1 and coordinate IT and People Team invites; provide backup support for New Hire Orientation.
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Initiate onboarding for new hires, rehires, and transfers in the ATS; oversee the automated onboarding ticket process and troubleshoot as needed; track onboarding completions and check in regularly with new hires.
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Process contractor agreements; support ad hoc IT and employee record changes.
Talent Development, Performance & Career Pathing
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Maintain the accuracy of Vyne's competency models and career-path maps in the system of record, updating content as directed by People Operations leadership.
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Support leaders and the HRBP on job architecture and role leveling by preparing materials and keeping documentation clear, consistent, and current; escalate leveling questions rather than deciding them.
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Coordinate goal-management logistics, including communicating goal-setting timelines, sharing enablement resources, and tracking goal completion alongside the performance review cycle.
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Manage the performance review cycle's communication cadence and completion tracking, including reminders, timelines, and status reporting.
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In partnership with the People Operations Business Partner, distribute training and resources that help managers hold effective performance and development conversations.
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Track adoption and completion of performance processes and share feedback and data with the team to support improvements.
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Partner cross-functionally with department leaders and subject-matter experts to assemble and load role-specific learning content and configure learning paths in the Rippling LMS.
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Track learning program completions and compile qualitative and quantitative data to evaluate impact.
AI Usage
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Use AI tools daily as a core part of how work gets done, treating them as a first-draft engine and productivity multiplier across recruiting, onboarding, L&D, and reporting.
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Draft and refine job postings, interview guides, SOPs, checklists, and manager communications with AI, then edit for accuracy, tone, and Vyne brand standards.
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Use AI to summarize resumes, interview notes, survey results, and program data into clear, decision-ready summaries for the People Operations team.
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Build and format reports, dashboards, and trackers faster by using AI to structure data, write formulas, and generate visualizations.
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Generate first-draft learning content, quizzes, and enablement materials with AI in partnership with subject-matter experts, grounded in adult-learning principles.
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Apply sound judgment on when to use AI versus escalate to a person; protect PHI/PII and confidential HR data and follow all AI-use, privacy, and compliance guidelines.
Program Coordination
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Coordinate and execute Vyne's candidate, new-hire, and talent-development programs day to day, including recruiting coordination, onboarding, career-pathing support, learning & development, and performance enablement.
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Maintain program documentation, SOPs, checklists, and trackers, and keep it current as processes change.
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Follow the governance, review cycles, and standards set by People Operations leadership, flagging gaps or issues for resolution.
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Manage external employer review campaigns (Glassdoor/Indeed) and administer employee pulse surveys.
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Maintain the engagement calendar and content in support of an inclusive, motivating work environment.
HR Operations, Compliance, Data & Reporting
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Maintain the Headcount Planning module in Rippling, keeping headcount and requisition data accurate and reconciled; flag requisition-to-approved-headcount discrepancies to People Operations leadership.
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Manage the automated process for new-hire Non-Compete, Confidentiality, and Assignment Agreements; audit signature completion to keep records 100% current, and account for updated agreements when employees change roles through promotion or transfer.
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Ensure interview notes are captured in Rippling; upload and file background-check reports for audit readiness.
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Apply current employment-law and compliance guidance provided by People Operations leadership, staying informed on relevant requirements; escalate novel or ambiguous compliance questions.
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Maintain HR metrics reporting in DOMO and Rippling dashboards and enter talent metrics on a recurring (quarterly) basis, using AI to speed data preparation and formatting.
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Track success metrics for talent programs, adoption, skill attainment, performance outcomes, internal mobility, and employee feedback.
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Prepare summaries and insights for the CPO and leadership as needed, using AI to draft and structure the first version.
EDUCATION, KNOWLEDGE, SKILLS & ABILITIES:
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Bachelor’s degree in HR, Education, Business, or related field preferred, or equivalent experience in HR, recruiting, or organizational development.
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A minimum of 3 years of relevant experience in HR or recruiting coordination, ideally with exposure to learning & development, job architecture, or performance program support.
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Strong knowledge of performance management, career development, and employee experience best practices.
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Strong fluency with AI tools (e.g., ChatGPT, Claude, Gemini) and eagerness to apply them across day-to-day People Operations work.
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Experience building, delivering, or supporting learning content and L&D programs, ideally grounded in adult-learning principles.
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Comfort working with HR data, metrics, and dashboards (e.g., DOMO, HRIS reporting) to prepare summaries and reports.
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System fluency with ATS/HRIS platforms (Rippling preferred) required; comfort learning new tools quickly.
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Strong communication, organization, and relationship-building skills.
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Ability to manage multiple concurrent tasks, open reqs, new hires, and program logistics, with strong attention to detail and deadlines.
Preferred Qualifications
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Rippling experience a plus.
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Experience supporting competency frameworks or job architecture.
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Experience in a high-growth or transformation-oriented organization.
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Experience using HRIS, LMS, performance management, or other People Ops platforms.
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Certification in HR or L&D (aPHR, PHR, SHRM-CP) is a plus.
Vyne provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetics, or veteran status. In addition to federal law requirements, Vyne follows applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
PHYSICAL DEMAND:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.
SECURITY ROLE / RESPONSIBILITY:
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Protected Health Information (“PHI”): This position may have access to and be responsible for the security of PHI/PI on an incidental basis.
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Human Resource Information: This position may have access to and be responsible for the security of information including salary, insurance, reviews, resumes.
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Financial Admin: This position may have access to and be responsible for the security of financial administrative accounts and corporate accounts.
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Application Admin: This position may have access to and be responsible for securely administering user access to corporate applications.
Vyne may use automated or AI-assisted tools to support portions of the recruiting and hiring process, including application review, interview scheduling, note-taking, and information summarization. These tools assist our recruiting team but do not independently make hiring decisions. Qualified human reviewers evaluate information relevant to employment decisions. Applicants may request additional information about the tools we use, available accommodations, or alternative review processes by contacting [email protected]. Applicants residing in certain jurisdictions (including, where applicable, New York City, Illinois, Colorado, California, Maryland, and other jurisdictions with similar requirements) may have additional rights described in our Candidate Privacy Notice.
