People Programs & Operations

Who we are

Odyssey is an AI lab pioneering general-purpose world models—a new form of multimodal intelligence unlocking entirely new consumer, enterprise, and intelligence applications. World models are the next major frontier in AI, and Odyssey is leading the way with breakthrough models like Odyssey-2 Pro.

What we’re looking for

We’re looking for a People Programs & Operations specialist to build and run the core people infrastructure that supports Odyssey’s rapid growth. You will own the systems, processes, and programs that make the employee lifecycle work—from onboarding and HRIS management to performance reviews, compensation operations, and compliance—ensuring every touchpoint is reliable, scalable, and reflects how we want to treat our team.

This is an individual contributor role reporting to the Head of People. You will operate with high autonomy and partner closely with leadership, finance, and every team across the company. The role requires someone who is both a systems thinker and a hands-on executor—comfortable configuring an HRIS workflow in the morning and drafting a company-wide communication in the afternoon.

The right person designs processes that make complex things feel simple, brings operational rigor without bureaucracy, and cares deeply about employee experience.

What you’ll do

• People Systems & Data

  • Own and administer our HRIS (Rippling) and ATS (Ashby), including data integrity, custom fields, permissions, reporting dashboards, and system optimizations.

  • Build and maintain people analytics and reporting to surface workforce trends (headcount, turnover, diversity, compensation) for leadership decision-making.

  • Evaluate, implement, and manage integrations across the People tech stack (e.g., 15Five, Ashby, Rippling, Checkr, Oyster).

  • Create automated workflows and AI tools for scalable processes and excellent experiences

• People Programs (Talent, Performance, Onboarding, Offboarding)

  • Design and execute the performance review cycle end-to-end: self-assessments, peer reviews, manager assessments, calibration, and feedback delivery.

  • Build and continuously improve onboarding and offboarding programs that are structured, welcoming, and compliant.

  • Create and maintain employee-facing documentation, FAQs, and knowledge bases (e.g., Google Drive, Notion Company Home) so employees can self-serve on common People questions.

• Compensation & Benefits Operations

  • Support compensation processes including variable pay calculations, compensation statements, job leveling, and pay equity analysis.

  • Manage benefits administration and open enrollment, partnering with brokers and vendors to ensure competitive, well-communicated offerings.

  • Coordinate payroll inputs and ensure accuracy, compliance, and timeliness across pay cycles.

• Compliance & Policy

  • Draft, maintain, and enforce HR policies that keep pace with company growth and regulatory requirements (multi-state employment, international, leave management, required trainings).

  • Own compliance processes including I-9 verification, state registrations, harassment training, and HR audits (SOC, 401k/5500, workers’ comp).

  • Manage vendor relationships across benefits, retirement, leave administration, and other People Operations services.

Who you are

• You have 7+ years of experience in People Operations, HR Operations, or a similar systems-and-programs role, ideally at a high-growth technology company.

• You’ve built people programs from scratch—performance management, onboarding, compensation cycles—and know how to iterate them as the company scales.

• You’re a power user of HRIS platforms (ideally Rippling) and are confident with reporting, automation, and system configuration.

• You have hands-on experience with compensation operations: leveling frameworks, variable pay, benchmarking, and pay equity.

• You’re data-driven and analytical—you build dashboards, spot trends, and use data to inform decisions rather than relying on intuition alone.

• You have strong knowledge of US employment compliance (multi-state payroll, leave laws, benefits regulations) and can stay ahead of evolving requirements. And,

• You communicate clearly and can translate operational complexity into simple, employee-friendly processes and documentation.

• You thrive in ambiguity and move fast—you’re energized by building infrastructure at a company where many things don’t exist yet.