Engagement: Part-time contract, approximately 15–20 hours per week initially, with flexibility to reach 20–25 hours
Duration: 6 to 12 months
Location: Miami-based or able to visit the office approximately 5–6 times per month
Start date: As soon as possible, subject to confirmation

Overview

Our client is looking for a senior People Operations Consultant to establish a cohesive, dependable PeopleOps function for its growing U.S. operation of approximately 70 people. The primary scope of this role is to evaluate existing practices, integrate current processes, identify key operational gaps, and implement appropriate workflows and controls to support scaling.

The core remit is U.S. PeopleOps, not Latin America.

This is a hands-on operational role for someone who has worked through audits and knows how to apply that rigor in a scaling company without creating unnecessary bureaucracy. They are not seeking a consultant whose primary focus is people strategy or engagement.

Key Responsibilities

• Assess current operations. Review how U.S. PeopleOps activities are currently managed. Identify strengths, operational gaps, and immediate priorities for improvement.

• Establish the PeopleOps framework. Build a clear and structured PeopleOps operating model with defined ownership, thorough documentation, accurate recordkeeping, and effective ongoing processes.

• Apply an audit and controls lens. Assess contracts, compliance practices, internal controls, and recordkeeping. Prioritize the essentials for their current stage rather than imposing a large-company process wholesale.

• Review operational foundations. Examine relevant employee processes and systems, including areas such as onboarding, visa-related administration, COBRA coverage, and the implications of changes in Rippling, where applicable. 

• Recommend proportionate safeguards. Identify which controls should exist now and which can wait as the company grows. Background checks, an independent ethics reporting channel, pay-for-performance clarity, and a code of conduct are examples.

Initial 90-Day Focus

1. Map and assess the existing U.S. PeopleOps work, systems, documentation, and handoffs.

2. Identify gaps and priorities through an audit-style review, distinguishing essential controls from improvements that can come later.

3. Consolidate the function into a unified PeopleOps structure with clear operational ownership and oversight.

What We’re Looking For

• Senior PeopleOps experience with a strong grounding in audits, internal controls, contracts, and compliance.

• Sound judgment about what a scaling company must have now versus what can be added later.

• Ideally, experience in both a multinational environment and a startup or scale-up. Financial-sector experience is a strong plus.

• Experience with an HRMS; Rippling familiarity is preferred but not required.

• Interest in learning and using AI as they move toward AI-native ways of working. Existing AI expertise is welcome, but curiosity and willingness to learn matter.

• Spanish and familiarity with Latin culture are helpful, but not requirements.

Potential Expanded Scope

For a candidate with broader administration experience, they may consider adding regional office oversight. This would mean reviewing the controls behind its office network—such as contracts, maintenance, warranties, systems, records, and security—not running the Miami office or handling day-to-day office supplies. 

What Success Looks Like

A clear view of its U.S. PeopleOps risks and gaps, a prioritized plan grounded in its stage of growth, and a more cohesive function with appropriate operational controls. The consultant can explain what needs doing now without turning the role into an expansive strategy or engagement program.