People Operations Specialist

Who We Are:

Our vision is to build the hybrid workforce. Our mission is to provide reliable, cost-effective, and engaged virtual assistance for healthcare practices.

Role Summary

Owns the systems and processes behind the internal Teem member journey end to end, from onboarding through performance development, growth, and offboarding. This role reports to the COO and exists to turn the COO's vision for people and culture into structured, documented processes, then run and maintain those processes once approved. The scope is the internal team member journey only.

A Project-Based Role

The work in this role arrives as projects. Each one starts as an idea from the COO and is carried through design, approval, build, rollout, and documentation until it is live and working, while the earlier projects keep running behind it.

Our goal is to create a strong culture at Teem, and the systems and processes this person builds are how we get there. Culture work is a welcome add-on to this role. The core of the job is systems, processes, and projects finished well.

Not an Administrative HR Role

This is a strategic position focused on execution, built to strengthen leadership effectiveness, support our culture, and build scalable people infrastructure. The adecuado candidate cares about people and holds a high bar for performance, balancing care with accountability.

The Internal Team Member Journey

The full journey, from a Teem member's first day through their eventual departure, sits inside this role. Onboarding, check-ins, engagement, performance, development, and offboarding are one continuous experience, and this role is accountable for the whole arc. This role covers the internal team member journey only. Client experience and candidate recruiting processes are outside its scope.

How This Role Operates in Every Area Below

Take the COO's vision for culture, the internal team member journey, growth, and development, and turn it into a structured process. Bring that process to the COO for approval, then own running, maintaining, and improving it.

Key Responsibilities

1.



Internal Team Member Journey and Engagement

Build the COO's vision for the team member experience into structured programs approved by the COO, covering:

• Onboarding, from first day through 30-, 60-, and 90-day check-ins

• Engagement initiatives, including eNPS

• Recognition and appreciation programs

• Retention risk identification and proactive solutions

• Offboarding, ensuring departures are handled consistently and respectfully

• Cultural alignment across departments, in partnership with leaders

2. Performance, Growth, and Development

Translate the COO's growth and development priorities into approved, repeatable structure, covering:

• Performance review cycles

• Consistent, clear feedback delivery, supporting leaders in how they deliver it

• Development plans, tracked per team member

• Performance improvement plans (PIPs)

• Leadership development pathways

• Documented, clear accountability standards

3. Policies and Compliance

Turn policy direction from the COO into documented, approved standards, covering:

• The internal handbook, maintained and kept current

• Compliance with employment laws and regulations

• Benefits administration (PEO, insurance, etc.)

• Payroll processes, in partnership with Finance

• Leave management and documentation

• Accurate employee records and documentation standards

4. Systems and Process Ownership

Build the systems that make the COO's people vision run reliably at scale, covering:

• HRIS and PEO platforms (e.g., Rippling), owned and managed

• Internal SOPs, developed and maintained across all people processes

• Workflow automations, built where they remove manual effort

• Key metrics tracked and reported: turnover, tenure,



hiring velocity, performance trends

• Continuous improvement of people systems for scalability and clarity

5. Executive and Leadership Partnership

Work directly with the COO as the person who turns strategy into structure, covering:

• Acting as strategic advisor to the COO and leadership on people matters

• Identifying organizational risks before they impact operations

• Supporting capacity planning conversations through people data

• Protecting company standards while supporting internal team member growth

• Supporting culture, mission, vision, and values through the systems we build and the way we work

What Attention to Detail Looks Like in This Role

Every process this role builds touches real team members across several countries and time zones, so small misses add up quickly. The right person for this role:

• Catches the missing step, the wrong date, or the broken handoff before anyone else does

• Writes processes clearly enough that someone new can follow them without asking questions

• Tests their own work, confirming the automation fired, the form routed correctly, and the SOP matches what happens in practice

• Keeps many moving pieces straight at once across projects, people, and time zones

• Notices when something is slightly off and follows up instead of assuming it is fine

Tenacity: Finishing What They Start

Projects in this role are only valuable once they are finished, and the last stretch is where most of them stall. The right person for this role:

• Carries every project through testing, documentation, rollout, and follow-through

• Keeps moving when approvals, handoffs, or feedback slow things down

• Treats a project as done only when it is documented, approved by the COO, live, and working

• Follows up persistently and kindly until the loop is closed

Nice to Have

• Working knowledge of backend technology, or the aptitude to learn it, enough to identify what is needed to build automations and integrations and work with the people who build them

📌 Argentina. - People Operations Specialist
🏢 Teem
📍 Argentina