People Operations Support Specialist

Overview

Ready to make connectivity from space universally accessible, secure and actionable? Then you’ve come to the right place!

E-Space is bridging Earth and space to enable hyper-scaled deployments of Internet of Things (IoT) solutions and services. We are building a highly-advanced low Earth orbit (LEO) space system that will fundamentally change the design, economics, manufacturing and service delivery associated with traditional satellite and terrestrial IoT systems.

We’re intentional, we’re unapologetically curious and we’re 100% committed to innovate space-based communications and deliver actionable intelligence that will expand global economies, protect space and our planet and enhance our overall quality of life.

As E-Space grows, the volume and complexity of employee lifecycle administration has increased. We are hiring at scale, and we need dedicated operational ownership to ensure accuracy, consistency, and a smooth employee experience.

The People Operations Support Specialist owns the operational execution of the employee lifecycle from acceptance of a verbal offer through to exit. This role ensures that hiring momentum is matched by reliable onboarding, accurate employee records, timely benefits administration, and strong day-to-day HR operations. This role is essential to ensure data is entered correctly, workflows are completed on time, issues are tracked to resolution, and employees and managers experience minimal friction as the company grows.

The ideal candidate is someone who can move swiftly to keep up with business needs, without sacrificing the accuracy, compliance, and attention to detail required in a multi-state, federal-contractor environment. This role directly supports the company’s ability to scale safely, quickly, and effectively.

This role directly supports E-Space’s ability to maintain growth trajectory. It ensures that as the business grows:

- Hiring can move swiftly without compromising accuracy

- Onboarding is consistent, reliable, and well-coordinated

- HR compliance and documentation remain audit-ready

- Benefits administration is timely and correct

- Operational bottlenecks are removed

- Day-one readiness is ensured for every new hire

• Employee Lifecycle Operations
• Own employee lifecycle administration from post-offer acceptance through offboarding.
• Enter, update, and maintain accurate employee records in Rippling (job changes, manager changes, location updates, compensation changes, employment status changes).
• Coordinate and execute employee offboarding logistics, including system access removal, benefits notices, and documentation (decision-making handled by HR leadership).
• Ensure lifecycle changes are reflected accurately across HR, payroll, benefits, and IT systems.

• Onboarding Ownership & Orientation
• Own the operational execution of onboarding for all U.S. hires.
• Coordinate with IT, Facilities, Security, and hiring managers to ensure day-one readiness (equipment, access, accounts).
• Build, maintain, and run a structured orientation program (weekly and as needed) to provide a consistent onboarding experience.
• Create and maintain role- and location-specific onboarding checklists and workflows.
• Serve as an onsite resource for new hires during their first days, assisting with systems, paperwork, and setup.

• Benefits Administration
• Administer employee benefits programs, including new hire enrollment, life events, eligibility tracking, and corrections.
• Support employees in understanding benefits options and completing enrollment.
• Maintain accurate benefits data across systems.
• Work with brokers and carriers to resolve benefits-related issues.
• Support open enrollment planning, execution, and communications.

• HR Operations Intake & Ticket Management
• Own the day-to-day management of the HR ticket queue and/or HR inbox for non-urgent employee requests.
• Serve as the first point of contact for routine HR questions (benefits, onboarding status, documentation, systems access).
• Resolve Tier 1 inquiries and escalate higher-risk, sensitive, or judgment-based issues to HR leadership.
• Track trends and recurring issues to identify process improvements and reduce friction.

• HR Compliance,…